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I’ve included answers to the most common questions I get, below. If your question isn’t listed, please contact me for more details.

1. How do you measure “Retention” and “Turnover”?
2. I see a topic I really like. How do I know if it is a seminar, workshop or speech?
3. Can you customize your workshops or seminars to meet my specific goals?
4. Do you speak about or do workshops on topics other than what you have listed here?
5. Is it true turnover can cost my organization 150% of the annual wage of an employee?
6. I’ve been hearing a lot about “Employee Engagement”. How is that different than Employee Satisfaction?

How do you measure “Retention” and “Turnover”?

Retention is a measure of the percentage of employees who have been employed by you for one year or more.

Turnover is a measure of employees you have hired to fill an opening (due to someone self-terminating or being terminated) within the past year.

For example:

I currently employ 100 people.

60 people have been employed with me for more than one year. This equals 60% Retention.

I have hired 67 people in the past year to fill open positions. This equals 67% Turnover.

Note: In this example, you do NOT have 40% turnover because you have 60% retention. That would be assuming you only needed to fill an open position ONCE. Research indicates it is common to fill some position 3 or more times in one year.

If you’d like ideas on how to boost your retention, fill in your information in the box up above and I’ll send you my free report on the subject.

I see a topic I really like. How do I know if it is a speech, a seminar or a full-on workshop?

Each topic is so content rich there is nearly no limit to how long one could spend studying and learning. What I’ve done is break each complex topic down into manageable chunks of information.

To gain the very most, I suggest a workshop so participants can take a “deeper dive” and not just skim the surface. The more time spent learning, the greater the take-away value from the course. In follow-up to the workshop, consider individual coaching to ensure follow through and establish accountability.

However, 45-60 minute presentations are a great way to energize your group, to get a sparkle of interest for a topic or to help you get your team on board for an initiative you are planning to engage in.

Presentations also work well for association speaking engagements (your local chapter monthly meetings) and for keynotes and other conference and seminar sessions.

Can you customize your workshops or seminars to meet my specific goals?

Yes, I can and I enjoy the opportunity to do so. We can spend a few minutes chatting about your group and their needs and the outcomes you would like to see. From there, I can construct the content and delivery to achieve the results you’re looking for.

Do you speak about or do workshops on topics other than what you have listed here?

Yes. It’s nearly impossible to list them all. We can spend a few minutes chatting about your group and their needs and the outcomes you would like to see. From there, I can construct the content and delivery to achieve the results you seek.

Is it true turnover can cost my organization 150% of the annual wage of an employee?

Yes! The sneaking thing about turnover cost is that it doesn’t show up as a line item on your budget. Nonetheless, the profit margins dwindle. Consider some of the areas where expenses are incurred:

• Sourcing and Recruiting Costs
  • Recruiter fees
  • Advertisements
  • Career fair expenses
    
    
• Recruiting and Screening
  • Resume screening
  • Time spent phone interviewing
  • Cost of background check
  • Cost of skills assessment
  • Cost of personality/character assessment
  • Cost of employment verification
  • Time spent for personal interviews
  • Time spend on 2nd interviews
  • Time spent getting individuals on-boarded
    
    
• Training and Ramp Up Costs
  • Orientation time and materials
    • You are paying them their wage while in orientation, and you could be paying someone overtime to cover that shift at the facility
  • Training materials: Even materials presented in 3-ring binders are expensive to reproduce, but as they become easily outdated, the trend is toward other methods such as DVD and e-learning. Significant costs are associated with any method you choose.
  • Training time
    • You are paying them their wage while in training, and you could be paying someone overtime to cover that shift at the facility
  • Instructor salaries
  • New hire diminished productivity
  • Current team diminished productivity while training new employees
  • Cost of increased supervision for new hire
    
    
• Other Costs
  • Families lose sense of security when team members are new
  • Residents don’t do as well or feel as safe when team members are new
  • Professional referrals feel you are less able to provide quality care if you have new staff

I’ve had lots of success in helping companies like yours dramatically reduce their turnover costs and increase their bottom line. Let’s talk!

I’ve been hearing a lot about “Employee Engagement.” How is that different from Employee Satisfaction?

Research has proven a direct correlation between increasing employee engagement and realizing significant improvements in a number of business outcomes such as productivity, profitability, employee retention, customer engagement and safety.

Employee satisfaction, on the other hand, is not predictive of business outcomes; it simply means that employees’ expectations are met. It does not mean they are LOYAL employees.

Sonya Sullins
Human Capital Management Institute LLC
9106 Aspen Grove Lane, Madison, WI 53717
p (608) 831-4400 f (608) 827-0848
Toll free (877) HUMAN10 ~ 877-486-2610

Website: www.humancapitalmanagementinstitute.com

Email: sonya@humancapitalmanagementinstitute.com