Scribd Logo
Upload

Welcome to Scribd!

  • 14 views

    Staff Retention Plan: Solving The Turnover Problem

    Uploaded by

    Miguel Angel Ruiz
    The document outlines a staff retention plan to address high turnover rates at a company. It describes defining the problem of turnover increasing from an average of 5 years to 1.5 years, making it difficult to service customers and train new staff. The hypothesis is that lack of training, pay, and high caseloads lead to employee dissatisfaction and turnover. Research tactics like surveys, interviews, and focus groups will collect data on training, compensation, and caseloads to verify the key focus areas and identify solutions to improve staff retention. Communication from senior management is needed to inform staff about the retention project goals.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Flag for inappropriate content

    You might also like

    Staff Retention Plan: Solving The Turnover Problem

    Uploaded by

    Miguel Angel Ruiz
    14 views9 pages
    The document outlines a staff retention plan to address high turnover rates at a company. It describes defining the problem of turnover increasing from an average of 5 years to 1.5 years, making it difficult to service customers and train new staff. The hypothesis is that lack of training, pay, and high caseloads lead to employee dissatisfaction and turnover. Research tactics like surveys, interviews, and focus groups will collect data on training, compensation, and caseloads to verify the key focus areas and identify solutions to improve staff retention. Communication from senior management is needed to inform staff about the retention project goals.

    Original Description:

    Original Title

    RETENCION

    Copyright

    © © All Rights Reserved

    Available Formats

    PPTX, PDF, TXT or read online from Scribd

    Did you find this document useful?

    Is this content inappropriate?

    Report this Document
    The document outlines a staff retention plan to address high turnover rates at a company. It describes defining the problem of turnover increasing from an average of 5 years to 1.5 years, making it difficult to service customers and train new staff. The hypothesis is that lack of training, pay, and high caseloads lead to employee dissatisfaction and turnover. Research tactics like surveys, interviews, and focus groups will collect data on training, compensation, and caseloads to verify the key focus areas and identify solutions to improve staff retention. Communication from senior management is needed to inform staff about the retention project goals.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Flag for inappropriate content
    Download as pptx, pdf, or txt
    14 views9 pages

    Staff Retention Plan: Solving The Turnover Problem

    Uploaded by

    Miguel Angel Ruiz
    The document outlines a staff retention plan to address high turnover rates at a company. It describes defining the problem of turnover increasing from an average of 5 years to 1.5 years, making it difficult to service customers and train new staff. The hypothesis is that lack of training, pay, and high caseloads lead to employee dissatisfaction and turnover. Research tactics like surveys, interviews, and focus groups will collect data on training, compensation, and caseloads to verify the key focus areas and identify solutions to improve staff retention. Communication from senior management is needed to inform staff about the retention project goals.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Flag for inappropriate content
    Download as pptx, pdf, or txt
    of 9

    Staff Retention Plan

    Solving the Turnover Problem


    By Kristen Parent
    OUR PROCESS

    • Defining the problem


    • Hypothesis
    • Testing
    • Results
    Problem

    The staff turnover rate is very


    high. What used to be an
    average of 5 years, is now 1.5.
    This is making servicing
    customers difficult as we have
    to constantly train new staff
    and end up with very few
    subject matter experts to
    mentor the rest.
    Hypothesis
    • Lack of training
    • Pay
    • High caseload

    Lead to employee
    dissatisfaction and resulting
    turnover
    Research Tactics

    • Reporting
    • Survey staff via Survey
    Monkey
    • Interview staff
    • exit interviews,
    • on-on-one, and
    • focus groups
    Tools & Techniques
    • HR software statistics
    • Caseload analysis
    • Survey Monkey questions
    • Interview questions
    • Focus group needs
    • Team members – planning for a diverse group to avoid groupthink
    • Brainstorming plan – keep everyone on track based on convergent and divergent thinking strategies
    Results and Next
    Steps
    Once we collect all of our data:

    • We will be able to verify our feeling that our


    three major focus areas are training,
    compensation, and caseloads. Or disprove
    those and have new focus areas.

    • We will be able to begin using tools to review


    our problem areas and come up with solutions
    that will aid in staff retention.
    What we need?
    Communication …..
    Senior Management to
    communicate to staff about our
    goal, so that everyone is on-board
    with the project and participates in
    our research.
    Thank you.

    You might also like