How to Retain Great Talent

HOW TO
THE TRUE COST OF EMPLOYEE
TURNOVER & WHAT TO DO ABOUT IT
GREAT TALENT
RETAIN
SAMUEL SLEGER

www.ssignum.com
THE COST OF TRAINING A NEW EMPLOYEE IS
ESTIMATED AT 33% OF THEIR SALARY.
This means, replacing a $12 an hour employee
costs, on average, over $5,000.
SAMUEL SLEGER | GROWING BUSINESSES THROUGH STRATEGY, LEADERSHIP & TALENT OPTIMIZATION

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THE SITUATION IS EVEN MORE DRAMATIC FOR
HIRING MANAGERS.
THE AVERAGE RETURN ON INVESTMENT FOR
A NEW MANAGER IS OVER 6 MONTHS!
SOMEONE NEW COSTS THE
COMPANY MONEY FOR THE FIRST
SIX MONTHS OF EMPLOYMENT.

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A PERSON’S JOB MIGHT BE REPLACEABLE, BUT
IT COSTS A LOT OF MONEY TO DO SO.

Leadership
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BUSINESS SUCCESS LIES AT THE
CROSSROADS OF GOOD STRATEGY
AND IMPLEMENTATION …
Business Strategy
Talent

Optimization
WHICH IS WHY
FORMING AND
KEEPING THE RIGHT
TEAM IS SO
IMPORTANT

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MOST BUSINESS OWNERS AND MANAGERS
EXPECT THEIR EMPLOYEES TO LEAVE …

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INSTEAD OF BUILDING A COMPANY
THAT MAKES PEOPLE WANT TO STAY,
A COMPANY’S CULTURE CREATES A
SYSTEM THAT’S OKAY WITH THEM
LEAVING.

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IN THE REST OF THIS SLIDE DECK, WE’LL DISCUSS:
WHY PEOPLE LEAVE
HOW TO KEEP PEOPLE AROUND LONGER
WHY PEOPLE STAY

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MASTERING THESE SKILLS WILL HELP YOU
MAKE MORE MONEY AND OPERATE A
SMOOTHER BUSINESS.
SO, LET’S GET STARTED …

www.ssignum.com Samuel Sleger | Business Strategy Leadership, & Talent Optimization
WHY PEOPLE LEAVE

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PAY ISN’T EVERYTHING
MEANWHILE, 89% OF BOSSES BELIEVE EMPLOYEES QUIT
BECAUSE OF MONEY
A RECENT STUDY FOUND ONLY 12% OF PEOPLE
LEFT A JOB BECAUSE OF PAY.
Samuel Sleger | Business Strategy Leadership, & Talent Optimization
WHY PEOPLE LEAVE

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MANAGERS AREN’T LISTENING TO WHAT THEIR
PEOPLE NEED. MORE MONEY IS THE LAZY
SOLUTION TO A DEEPER PROBLEM.
WHY THE DIFFERENCE IN PERCEPTION BETWEEN
MANAGERS AND EMPLOYEES?
WHY PEOPLE LEAVE

WHY PEOPLE LEAVE
BEING IN A POSITION OF
LEADERSHIP REQUIRES YOU
SERVE THOSE BENEATH YOU,
NOT BOSS PEOPLE AROUND.
MOST MANAGERS HAVE IT BACKWARDS.
P.S. JUST BECAUSE YOU CAN TELL SOMEONE TO DO SOMETHING, DOESN’T MEAN YOU SHOULDN’T ASK

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ALWAYS REMEMBER, A GOOD EMPLOYEE CAN
FIND ANOTHER JOB, BUT YOU CAN’T EASILY
REPLACE WHAT THEY BRING TO THE TEAM.
WHY PEOPLE LEAVE

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“ME” FOCUSED ENVIRONMENTS KILL
GOOD IDEAS, INNOVATION AND
MORALE. GOOD IDEAS CAN COME
FROM ANYWHERE, SO TALK LESS AND
LISTEN MORE.
WHY PEOPLE LEAVE
P.S. ALWAYS KEEP THE PERSON’S PERSPECTIVE AND
POSITION IN MIND WHEN CONSIDERING THEIR IDEAS.

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THEY PERCEIVE UNBALANCED EFFORT
EXPECTING EMPLOYEES TO GIVE AN EXTRA 1%
AND NOT GIVING THEM THAT SAME 1% IN
SUPPORT MAKES THEM FEEL CHEATED.
WHY PEOPLE LEAVE

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A BOSS NOT PEOPLE FOCUSED MURDERS LOYALTY.
AS A MANAGER,
WHY PEOPLE LEAVE
PEOPLE ARE YOUR PRIORITY …

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NOT THAT REPORT YOU NEED TO FINISH.
WHY PEOPLE LEAVE

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LOST LOYALTY MAKES PEOPLE LEAVE.
THE GREATEST FAILURE A
MANAGER CAN MAKE IS
CREATING A CULTURE
WHERE PEOPLE DON’T CARE.
WHY PEOPLE LEAVE

TLDR; RECAP OF WHY PEOPLE LEAVE
WHY PEOPLE LEAVE
THEY FEEL LIKE THEIR BOSS DOESN’T CARE ABOUT THEM

LESS THAN 15% OF PEOPLE CREDIT PAY AS A REASON FOR LEAVING

VOICES ARE SILENCED BASED ON ORG. HIERARCHY

THE BOSS ISN’T PEOPLE FOCUSED

LOSE LOYALTY AND ENTHUSIASM

WHY PEOPLE STAY

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NOW THAT WE KNOW WHY PEOPLE LEAVE, LET’S SEE
WHAT WE CAN DO TO KEEP THEM AROUND LONGER …
WHY PEOPLE STAY

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WHICH SAVES A COMPANY MONEY AND INCREASES
OVERALL OUTPUT.
WHY PEOPLE STAY

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GROWTH OPPORTUNITIES
A STRONG LEARNING CULTURE
INCREASES RETENTION BY 30% - 50%.
WHY PEOPLE STAY

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IF YOU HAVE EMPLOYEES REPORTING TO YOU, PEOPLE ARE
YOUR PRODUCT.
WHY PEOPLE STAY

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FLIP THE SYSTEM AND PUT YOUR EMPLOYEES AT THE TOP, NOT THE OTHER
WAY AROUND.
WHY PEOPLE STAY
CURRENT SYSTEM INVERTED SYSTEM

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THIS DOESN’T MEAN THE EMPLOYEES RUN THE BUSINESS …
WHY PEOPLE STAY

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JUST THAT YOU PRIORITIZE THE NEEDS OF EMPLOYEES
OVER YOUR OWN.
WHY PEOPLE STAY

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ALWAYS HAVE THEIR BACKS
MANY “I” DRIVEN, LADDER CRAWLING MANAGERS
THROW PEOPLE UNDER THE BUS TO GET THAT NEXT
PROMOTION …
WHY PEOPLE STAY

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INSTEAD, SUPPORT PEOPLE AND TREAT MISTAKES AS
VALUABLE TRAINING COSTS.
WHY PEOPLE STAY

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SHOW APPRECIATION
NEVER MISS A CHANCE TO TELL PEOPLE HOW YOU
APPRECIATE THEM.
WHY PEOPLE STAY
LITTLE ACTS OF
RECOGNITION GO A
LONG WAY.

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SET SUCCESS EXPECTATIONS
EASE WORRY BY SETTING
CLEAR EXPECTATIONS
FOR HOW TO SUCCEED.
WHY PEOPLE STAY

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THIS HELPS PEOPLE FOCUS ON TAKING ACTION AND
NOT IMPRESSING YOU.
WHY PEOPLE STAY

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BE HUMBLE
ADMIT YOUR SHORTCOMINGS
WHY PEOPLE STAY
PRAISE PEOPLE’S SKILLS
APOLOGIZE FOR MISTAKES

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SPEND TIME WORKING FOR YOUR TEAM
LET YOUR PEOPLE WORK FOR
THE CUSTOMER,
WHY PEOPLE STAY
WHILE YOU WORK FOR YOUR
PEOPLE.

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BE WILLING TO DO EVERYTHING YOU ASK OF OTHER PEOPLE.
YOU GET BUY IN
AND RESPECT BY
WALKING THE
WALK.
WHY PEOPLE STAY

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TRANSPARENCY
THE INTERNET HAS CREATED RADICAL
TRANSPARENCY AND PEOPLE ARE NOW
USED TO OPENNESS.
WHY PEOPLE STAY
THERE ARE VERY FEW REASONS/TIMES TO NOT BE 100% TRANSPARENT WITH
YOUR TEAM.

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BE COMPASSIONATE
EMPLOY COMPASSION AND
UNDERSTANDING TO MAKE THE
BEST DECISIONS POSSIBLE WHEN
IT COMES TO PEOPLE. *
WHY PEOPLE STAY
* Swipe Right

WHY PEOPLE STAY
*Pro tip: If someone isn’t working out in a speci
fi
c
role then maybe they don’t have the skills needed to
be successful in that role.

The role, as you de
fi
ned it and need
fi
lled, is not a
good
fi
t for this person. This is not an assault on a
person’s character or who they are as a human.

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POSITIVITY
CREATE A CULTURE OF
POSITIVITY BUT NOT OVER
OPTIMISM.
WHY PEOPLE STAY
OVER OPTIMISM CREATES EXCITED FOLLOWERS AND
YOU NEED THINKERS.

TLDR; RECAP OF WHY PEOPLE STAY
WHY PEOPLE STAY
THEY HAVE GROWTH OPPORTUNITIES

THEY FEEL SUPPORTED

EXPECTATIONS FOR BEING SUCCESSFUL ARE CLEAR

CULTURE OF RECOGNITION AND IMPERFECTION CREATED

THE BOSS WILL ALWAYS DO WHAT HE ASKS OTHERS TO DO

A TRANSPARENT CULTURE MAKES PEOPLE FEEL INCLUDED

THE BOSS IS HUMAN AND TREATS OTHERS AS HUMANS TOO

A POSITIVE OUTLOOK ON THE FUTURE IS FOSTERED

PRACTICAL WAYS TO RETAIN TALENT

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KEEPING GOOD PEOPLE DOESN’T HAVE TO BE COMPLICATED
OR EXPENSIVE.
RETAINING TALENT
YOUR COST IS EFFORT.
HERE ARE SOME WAYS TO DO IT AT LOW COST AND HIGH
IMPACT …

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THE PEOPLE CLOSEST TO CUSTOMERS HAVE THE MOST
INSIGHT ABOUT THEIR NEEDS.
RETAINING TALENT
WANT TO GROW YOUR BUSINESS AND YOURSELF?
ASK YOUR EMPLOYEES …

RETAINING TALENT
FOR FEEDBACK ON BOTH THE COMPANY AND YOU.
P.S. PERFORMANCE REVIEWS ARE
STANDARD FOR EMPLOYEES
REMAINING ACCOUNTABLE TO THOSE
THEY REPORT. BUT, WHO HOLDS YOU
ACCOUNTABLE TO THE PEOPLE YOU
REPORT TO?

RETAINING TALENT
CREATE A FREE SURVEY USING SURVEYMONKEY.COM
ASK FOR FEEDBACK ON COMPANY
IMPROVEMENTS
ASK FOR FEEDBACK ON YOUR
PERFORMANCE …
1.
2.

RETAINING TALENT
THEN IMPLEMENT WHAT YOU LEARN.

RETAINING TALENT
LEAD BY EXAMPLE
EMPLOYEES SHOWING
UP LATE TO WORK?
SHOW UP ON TIME TO
EVERY MEETING.
YOU CAN’T SELL THE VALUE OF TIME BY DISRESPECTING IT.

RETAINING TALENT
CONSIDER DIVING IN
BREAK SOMEONE FROM YOUR FRONT LINE TEAM
TODAY FOR TWENTY MINUTES. TELL THAT PERSON
TO TAKE A WALK AROUND THE BLOCK, HAVE A
COFFEE, OR CALL HOME … ON THE CLOCK.
NOT ONLY COULD YOU LEARN SOMETHING NEW FROM THE DAY TO DAY
WORK, BUT …

RETAINING TALENT
YOU’LL GAIN NEW
RESPECT AND LOYALTY
WITH YOUR TEAM.

RETAINING TALENT
WATCH YOUR
WORDS
SAY “COLLEAGUE,”
NOT “EMPLOYEE.”
SEEK CLARIFICATION
THROUGH
QUESTIONS, NOT
ACCUSATIONS.
DON’T CONSTRUCT
BOUNDARIES, PHRASES LIKE
“IN THE TRENCHES.”
CREATES AN US VS THEM.
WHEN AND HOW WE
USE WORDS
MATTERS MORE
THAN THE WORDS.
BE AWARE OF GENDER
DIFFERENCES. WORDS
LIKE “DEMANDING” CAN
BE OFF PUTTING.

RETAINING TALENT
SUPPORT A LIFE OUTSIDE OF WORK
WORK IS ONE DIMENSION
OF OUR LIVES. SUPPORT
THE PERSONAL GOALS
OF OTHERS BY CHECKING
IN ON THEIR PROGRESS.
GO ONE STEP FURTHER
AND HELP MOVE THE
GOAL FORWARD, IF YOU
CAN.

RETAINING TALENT
COACH, NOT MANAGE
COACH - TRAIN OR INSTRUCT ; PROMPT OR URGE WITH
INSTRUCTIONS
MANAGE - MAINTAIN CONTROL OR INFLUENCE OVER

RETAINING TALENT
DRAIN A POND FILLED WITH POISON …
WHEN THERE IS POISON IN THE POND, DRAIN THE
WATER AND START OVER. IF YOU LET IT SIT AND
HOPE IT WILL IMPROVE ON ITS OWN THE POISON
WILL INFILTRATE THE SOIL AND KILL NEARBY
PLANTS. POISON NEVER GOES AWAY UNTIL YOU
REMOVE THE ROOT CAUSE.

RETAINING TALENT
FIRE PEOPLE THAT DON’T CONTRIBUTE TO
THE CULTURE YOU WANT TO CREATE.
IT DOESN’T MATTER IF THEY ARE TOP
NOTCH PEOPLE. THE RIGHT PEOPLE IN
THE WRONG ENVIRONMENT RUIN THE
ENVIRONMENT.

TLDR; WAYS TO KEEP GOOD PEOPLE
RETAINING TALENT
ASK FOR, AND SUPPORT, OPEN FEEDBACK

ALIGN YOUR ACTIONS WITH YOUR POLICIES

GET YOUR HANDS DIRTY WORKING ON THE FRONT LINES

UNDERSTAND THE CONTEXT OF YOUR WORDS AND HOW THEY
CAN MOTIVATE OR ANGER PEOPLE

REALIZE AND SUPPORT A LIFE OUTSIDE OF WORK

COACH, NOT MANAGE

FIRE PEOPLE THREATENING COMPANY CULTURE

THESE ARE JUST A FEW WAYS TO IMPROVE
COMPANY CULTURE AND RETAIN GREAT TALENT.

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ALTHOUGH THIS DOESN’T HAPPEN
OVERNIGHT, PRACTICE CREATING A
CULTURE OF SUPPORT AND GROWTH …

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AND YOU’LL INCREASE EMPLOYEE
RETENTION AND PRODUCTIVITY.
FINALLY…

CONNECT WITH ME ONLINE SO WE CAN HELP EACH
OTHER CREATE COMMUNITIES & BUSINESSES THAT
THRIVE.
Samuel Sleger is a business developer,
strategist, and writer who has been
involved in the operation or development of
over thirty different companies. He's
consulted for clients all over the US and
acted as Chief Operating Of
fi
cer for a
management and development
fi
rm
focused on building businesses in a variety
of sectors and environments.

He provides business support for talent
retention and optimization, business
strategy, consumer psychology, and
operations as a way to keep employees
around longer and get them excited about
accomplishing company objectives.
LET’S KEEP THE CONVERSATION GOING
www.ssignum.com

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