Worried About Employee Retention? - Glint

Worried aboutemployee retention?Make these three changes

GLINT — IMPROVE EMPLOYEE RETENTIONSkilled employees are difficult to find—and keep.They want more than a steady job. They also want:1. An employee-first culture2. Opportunities to grow and develop3. A sense of purpose in their work2

GLINT — IMPROVE EMPLOYEE RETENTION3Today’s workplaces are fast-moving .yet many organizations still use sluggish, traditionalmethods to engage and retain their people.The consequence:Higher attritionShorter tenuresIncreasedrecruiting costsHigh-performing organizations are adopting technologiesthat help them understand how to support their employees’happiness and success.

GLINT — IMPROVE EMPLOYEE RETENTIONIs employee retention a concernfor you or your organization?Here are three changes you can make today.4

GLINT — IMPROVE EMPLOYEE RETENTIONChange 1Ditch your annual employee engagement survey.In summary, the results of an annual survey are: Disconnected from reality: There’s no hard and fastrule on survey cadence, but annual surveys tend notto capture an organization’s changing dynamics,responses to events and trends, and urgent needs. Slow to make it back to the HR team and leaders:Post-survey momentum fades in the typical lag betweenthe time employees take the annual survey and leaderssee the results. Cemented into static and heavily detailed reports:The overwhelming detail prevents leaders fromunderstanding trends or hotspots in their employeepopulation and extracting intelligent advice on demand.5

GLINT — IMPROVE EMPLOYEE RETENTION6Try this insteadAsk employees for feedback throughoutthe year, and review results in real time.Frequent employee surveying allowsorganizations to use a “people dashboard”that offers comprehensive engagementdata; unearths current statuses and trends;and empowers the HR team, leaders, andmanagers to track progress and coursecorrect in real time.

GLINT — IMPROVE EMPLOYEE RETENTIONChange 2Stop fixing engagement challenges for your former employees.Most organizations want to decrease their employeeattrition rates, so it’s only natural that they look to exitinterviews for insights.But employees leaving your organization have littleincentive to provide honest feedback. It’s more importantto focus on taking action on the needs that currentemployees have identified.7

GLINT — IMPROVE EMPLOYEE RETENTION8Try this insteadHarness predictive analytics to raisethe red flag before it’s too late.According to Glint research, employee groups whose engagementscores trended down over two pulse surveys had a 50% higherattrition rate than groups whose scores held steady over thesame time period. (This was true even for two pulse surveysthat occured within the span of a month.) Meanwhile, employeegroups whose scores trended up had 30% lower attrition rates.In other words, even your most engaged teams may be at riskwhen engagement scores drop.Technology is capable of identifyingattrition-related trends before theybecome problems.With predictive analytics,organizations keep employeeengagement problems frombecoming employee retentionproblems.

GLINT — IMPROVE EMPLOYEE RETENTION9Change 3Throw out your one-size-fits-all strategy.The truth about employee engagement: it’s highly shapedby local factors, like an employee’s team and manager.Within a single organization, every business unit, location,or other subgroup may have a different mix of drivers andmotivational factors that influence their engagement. So aone-size-fits-all strategy for your employee engagement isalmost guaranteed to miss the mark.An example of how engagement drivers can vary by team:Finance TeamTechnology TeamHR cognitionCareerTeam

GLINT — IMPROVE EMPLOYEE RETENTIONTry this insteadTailor insights and action toeach team’s unique needs.Today’s high-performing organizations embracetechnology that allows them to identify whatmotivates each team. They can then taketargeted action based on data that reveals ateam’s unique challenges.Artificial intelligence programs analyze teamdata and provide recommendations forimproving engagement.With these systems, you and yourorganization’s managers have resources tomake an ongoing impact on your teams’engagement and performance.10

GLINT — IMPROVE EMPLOYEE RETENTION11Making the Change: Spectrum Health HeadsOff Attrition by Taking Effective ActionIndustryHealthcareNo. of employees31,000MissionSpectrum Health is an integratedhealth system that strives to deliverpersonalized health made simple,affordable, and exceptional.ChallengeSpectrum Health began its employee engagementprogram with an annual survey. But leaders quicklylearned that this model didn’t support the organization’sgoals, which were to ensure all of their employees, fromadministrative staff to physicians: Felt more belonging within the systemWere included in the decision-making processesUnderstood why changes were happeningDue to Spectrum Health’s large size, diversity ofemployees, and multiple locations—not to mention thehealthcare system’s need to always be evolving—leadersrecognized that more frequent surveys would gather morerelevant data and lead to effective change more quickly.

GLINT — IMPROVE EMPLOYEE RETENTIONSolutionWith Glint, Spectrum Health now surveys employees fourtimes a year. Leaders have relied heavily on the platform’spredictive analytics to help them understand where tofocus, and to make action planning both easier andmore effective.With this new approach, employees said they felt heardand empowered once managers and leaders startedimplementing changes based directly on their feedback.ResultsResponse rates have increased since Spectrum Health’sfirst Glint survey. The organization’s culture has shiftedbecause leaders are clearly making employee engagementpart of their everyday practice.As just one example, the attrition rate of Spectrum Health’s200-person coding department has dropped sincepartnering with Glint. After the department’s employeesused the survey to express interest in working from home,director Leisa Kimbrough and other leaders got employeeslaptops to accommodate the request. In six months,roughly 90% of Leisa’s team had taken advantage of thework-from-home option. Engagement scores rose, andnow 85% of the employees work remotely full time.12“I wish I could have one-on-oneconversations with all my 280 directreports, but unfortunately, I don’t havethat time. Glint allows me to interactand get feedback from each and everyone of them, and our employees havegreat feedback to give.”Josh Kooistra, DOSenior Vice President and ChiefMedical Officer, Spectrum Health

GLINT — IMPROVE EMPLOYEE RETENTION13Glint is an innovative solution thatsupports thriving organizationsDon’t let these bad habits get in the way of happy, successfulemployees and their positive impact on your business.Glint’s people-centric employee engagement platform equipsHR partners, leaders, and managers with:Frequent measurement ofemployee engagement—monthly,quarterly, or on your schedule.Learn more.http://www.glintinc.comSmart alerts and insights to surfaceretention, performance, anddevelopment risks, using data tosee business-impacting challengesbefore they come to a head.Local-level responses that revealeach employee group’s uniqueengagement DNA and help youprioritize action plans.

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that occured within the span of a month.) Meanwhile, employee groups whose scores trended up had 30% lower attrition rates. In other words, even your most engaged teams may be at risk when engagement scores drop. With predictive analytics, organizations keep employee engagement problems from becoming employee retention problems.