Our conversation packages are designed to help managers build stronger working relationships with their employee. Each Package contains three conversations and can be completed as your time permits but one conversation every two months is typically realistic. The package also includes on line coaching workshops for each conversation. Participants in these conversation packages will learn the skill sets required to build realtionships with employees and improve employee loyalty and retention. Our  packages complete with manager and employee guides to every conversation. Package one is centered on improving the employee experience and package two is focused on creating a career development and action plan.

PACKAGE ONE-THE EMPLOYEE EXPERIENCE (Price $499 per registrant for all three conversations)

Package One Includes:

  • Conversations 1, 2 and 3
  • 3 month program and 3 conversations
  • 1 conversation per month or two months

Conversation Discussions Include:

Conversation One Clarifying what the employee seeks in a rewarding work experience.  What brings you meaning and purpose

Conversation Two : Discussion points to gain clarity around specific employee needs including Recognition, Working Arrangements/ Conditions, Encouraging employee ideas so they feel good about their contributions, How they can help shape a positive workplace culture, etc and how to best support these needs .

Conversation Three I suggest combining Defining what the employee expects and needs for strong performance. and The employee’s performance plan – goals, deliverables and metrics.

Package Includes:

  • Coach support
  • The manager and employee guide to each conversation

PACKAGE TWO-THE EMPLOYEE CAREER DEVELOPMENT PLAN (Price $499 per registrant for all three conversations)

Package two includes:

  • Conversations 4,5 and 6
  • 3 month program and 3 conversations
  • 1 conversation per month or two months

Conversation Discussions Include:

Conversation Four The employee’s past career and future goals/aspirations.

Conversation Five Exploring key topics to support career planning in a constantly changing world, including skills required, agility, and personal brand.

Conversation Six Initiating the employee’s career plan, agreeing on how to sustain progress and achieve success

Package Includes:

  • Coach support
  • The manager and employee guide to each conversation

CONVERSATIONS FOR RETENTION
A SIMPLE PROCESS FOR RETAINING YOUR EMPLOYEES

Conversations between employee and managers that build a positive employee experience
and stimulate career growth are always important but especially now. As organizations work
to maintain competitiveness in a post-pandemic world, many employees feel disconnected
and stressed and retaining them has become a critical imperative.
Focused conversations bring visibility to the employee’s needs and goals and enable the
employee and manager to work together to strengthen the employee’s experience
and career. Retention improves.

Consistent attention to the employee experience demonstrates that the
employee’s needs matter. Employees will notice this. Desire to stay with the
organization may grow.

Motivation

INTRODUCING CONVERSATIONS FOR RETENTION

  • Managers and employees have a short conversation to understand employee needs and
    stimulate actions that improve their experience. A short guide enables a constructive,
    action-oriented conversation.
  • The action(s) that resulted from the conversation are implemented over a few months.
  • A coach checks in frequently with participating managers to encourage learning and
    hold managers accountable.
  • Employees are involved in implementing actions that speak to their needs.
  • Managers build constructive leadership habits supported by digital technology.
  • Pulse surveys provide feedback on progress.
  • The process continues for three months and can be extended based on feedback.

Do you want to improve employee retention?

BOOK A CALL WITH US

ANALYZING THE COSTS OF EMPLOYEE TURNOVER

Turnover Rate

To calculate the annual employee turnover rate, all you need is three numbers: the numbers of active employees at the beginning (B) and end (E) of the year and the number of employees who left (L) during that year. You can get your average (Avg) number of employees by adding your beginning and ending workforce and dividing by two (Avg = [B+E]/2). Now, you should divide the number of employees who left by your average number of employees. Multiply by 100 to get your final turnover percentage ([L/Avg] x 100).

Example One: So, if you have 45 employees at the start of the year and 55 at the end and 5 employees left during that year, your annual turnover rate would be 10%:

If, using the example above, you lost 10 (instead of 5) employees your rate would be 20%

Example Two: In another scenario we could use a company with 200 employees and had 210 at the beginning of the year and 194 at the end of the year and had 39 employees resign. Using the formula above this would be an annual turnover rate of

39/{(210+194)/2} X 100= 39/202 x 100= 19.3%

NOTE: It is not uncommon now to see turnover rates well over 20% and some sectors (restaurants, hospitality/restaurants, retail, technology, healthcare can be as high as 50-60%

Turnover Costs

Costs of replacing and employee

  • Entry level employees 30-40 % of their annual salary
  • Mid Leve employees 150 % of their annual salary
  • A highly skilled employee up to 400 % of their annual salary

Often people underestimate turnover costs and forget to include some of the hidden factors that need to be included are loss of knowledge, losses associated with reduced productivity, quality issues, impact on brand…

Example One: If we use a modest number of 50% of annual salary (as replacement costs) and use $50,000 as an average employee salary using the example one above where a company loses 5 employees a year this would equal average turnover costs of:

5 x $50,000 = $250,000 @ 50% replacement costs of these employees costs would equal $125,000 per year.

Example Two: If we use a modest number of 50% of annual salary (as replacement costs) and use $50,000 as an average employee salary using the example two above where a company loses 39 employees a year this would equal average turnover costs of

39 x $50,000 = $250,000 @ 50% replacement costs of these employees costs would equal $975,000 per year.

Return On Investment (ROI) of Engaged2Perform Retention Solutions

Example One: Using the examples above of 50 employee company-Typically this could represent maybe 10 managers

  • 10 Managers using EX Package = 10 x $499.00 = $4,990.00
  • 10 Managers using Career Development Package = 10 x $499.00 = $4,990.00

If you were able to reduce employee turnover by 35%. Using both packages for manager at a costs of $9,980.00 this would result in savings of $43,750.00 and provide an ROI of $43,750/$9,980.00= 4.4 x investment- in the first year alone.

Example Two: Using the example above of the 200 employee company above -Typically this could represent maybe 40 managers

  • 40 Managers using EX Package = 40 x $499.00 = $19.960.00
  • 40 Managers using Career Development Package = 40 x $499.00 = $19,960.00

If you were able to reduce employee turnover by 35%. Using both packages for manager at a costs of $39,920.00 this would result in savings of $341,250.00 and provide an ROI of $341,250/$39,920.00= 8.5 x investment- in the first year alone.

What Savings Can Your Company Realize?