executive velocity winning the war for talent v2
TRANSCRIPT
introducing
Winning the War for Talent
What are your major talent concerns?
Poll
1Developing leaders &
succession planning
2Retaining
employees at all levels
3Managing &
delivering training
programs
4Creating career paths &
challenging job opportunities
5Sustaining employee
engagement/ morale
Maj
or T
alen
t Con
cern
sSource: Deloitte, “Talent Edge 2020: Blueprints for the new normal”
En-gage-ment/morale
Career paths/ job
opps
Training programs
Retention Succession planning
32
33
34
35
36
37
38
Agenda
Causes for the war for talent
Benchmarking passion in the workplace
Steps to increase employees’ passion
Low cost techniques
Other resources
Demand vs Supply
Trends
1
Demand vs Supply
Global trendsShift in cultural diversityShift in age & population
Demand for knowledge workers
Glo
bal P
opul
ation
Tre
nds
Rank Country 2011 Country 2030
1 China 1,336,718,015 India 1,460,743,172
2 India 1,189,172,906 China 1,391,490,898
3 US 311,050,977 US 365,683,198
4 Indonesia 245,613,043 Indonesia 288,678,451
5 Brazil 203,429,773 Nigeria 263,625,805
6 Pakistan 187,342,721 Pakistan 242,861,643
7 Nigeria 165,822,569 Brazil 240,172,633
8 Bangladesh 158,570,535 Bangladesh 211,287,894
9 Russia 138,739,892 Ethiopia 162,490,305
10 Japan 127,469,543 Philippines 138,332,519
U.S. Population Trends
White
, not H
ispan
ic
Black
American
Indian
, Eski
mo, & Aleut
Asian &
Pacific I
slander
Hispan
ic orig
in (of a
ny rac
e)
0
20
40
60
80
Percent of the Population by Race and Hispanic Origin: 1990, 2000, 2025, and 2050
1990200020252050
Source: U.S. Census Bureau, Population Division
Generations in the Workplace(in millions)
Traditionalists (<1946)
Baby Boomers (1946-1964)
Gen X (1965-1979)
Gen Y or Millenials (1980-2000)
0 10 20 30 40 50 60 70 80
1
77
5580
Not enough talent available
Aging population will exacerbate problem.
Increased diversity of cultures and ages
Workforce Trend Review
Attract & Retain
Motivate & Develop
Evaluate
Deploy & Manage
Systems & Tools
Sustainable Change
Talent Management Strategy Cycle
2 Talent Assessment
Be proactive
Review Strategic Plan with Talent Needs
Assess Key Employees
Identify Talent Gaps
Quarterly Review
Ongoing Talent Assessment
Talent Worksheet
Strategic Initiatives (next 18 months)
PersonAccountable
DevelopmentNeeds
ResponsibilityShift
ToWhom
Implement new CRM system by 12/31/12
Southeast Sales Mgr, Tim S.
Software evaluation
Training for new sales reps
Unknown at this time, new position?
» Determine gaps in talent and hire ahead of needs.
» Develop talent within organization through stretch assignments, formal training, coaching, & mentoring.
Key Ideas
What are your thoughts and questions?
Talent Assessment
What makes your company special to its employees?
How do your employees describe the company to their friends? Poll
?
?
which is your employee?
3 Passion vs Engagement
What is the difference?
Passion vs Engagement
Engagement is an emotional commitment or involvement
Emotions impact our behavior
Passion is a strong liking or desire for or devotion to some activity
Measuring your Retention Potential
employer brand surveys
employee surveys
How often do you survey your employees?
Poll
1More than once a year
2Annually
3Bi-annually
4Randomly
5Never
Internal low cost
External higher cost, industry benchmarking, research validation- questions work at all employment levels, reporting capabilities
Surveys
Leadership Strategic Plan Communications Work Environment
Pay and Benefits Training Current Position Fit Career
Development Recognition Values
and Purpose Relationship with Manager
Survey Components
Survey Rollout
pick a good time
3 months prior introduce survey
1 month prior give preview
give them 2 weeks to complete
send email reminders
Best Companies Groupwww.bestcompaniesgroup.com
WorldBluwww.worldblu.com
Quantum Workplacewww.quantumworkplace.com
Great Place to Workwww.greatplacetowork.com
Survey Sharewww.surveyshare.com
CreateSurveywww.createsurvey.com
Survey Resources
What are your thoughts and questions?
Survey Process
4Improvement
Creating your Plan
Creating your Plan
low hanging fruit
Implications for diversified workforce
Communicate results and improvement plan to employees
Share on-going progress
Sample Improvement Plan
Improvement Areas Score Improvement Steps WhoDue Date
Target Goal Cost
1 LEADERSHIP 78 CEO 821.1 UNDERSTAND COMPANY VISION
Company Meeting to tell the vision "story" CEO 11/30/2011 noneDevelop and deliver "vision" training to all managers TRAINING 1/15/2012 low costCreate "vision" video MARKETING 6/1/2012 costly
2 RECOGNITION 79 TRAINING 822.1 MY MANAGER RECOGNIZES MY GOOD WORK IN A TIMELY MANNER
Identify managers who need to be trained in this area TRAINING 12/30/2011 no costTrain managers on techniques for recognition TRAINING 2/28/2012
low-mid cost
Integrate recognition into management performance reviews HR 1/1/2012 no cost
3 WORK ENVIRONMENT 76 HR 803.1 IRREGULAR TEMPERATURE Order Fleece Jackets w/logo PURCHASING 12/20/2011 low cost
What are your top obstacles to managing talent?
Poll
1Sr. Mgrs. don’t spend enough high-quality time on TM
2Org. is “siloed”; doesn’t
encourage sharing &
collaboration
3Line mgrs. Not
committed to developing
people
4Line mgrs. unwilling to differentiate
(top, avg., underperformers)
5Sr. Leaders not suffi ciently
involved in TM strategy
Glo
bal P
opul
ation
Tre
nds
Implement On-going Talent AssessmentAnnual Engagement SurveyPlan & Execute Engagement ImprovementsRemember and Prepare for Obstacles
What are my action items?
www.perfectlaborstorm.com www.employeeengagement.ning
Drive - Daniel PinkThe Dream Manager - Matthew KellyLove ‘Em or Lose ‘Em - Kaye & Jordan-Evans
Techniques for Increasing Employee Passion*
Employee Engagement Improvement Plan*
Generational Preferences Overview*
*Resources available via email request:[email protected]
Talent War Resources
