The document discusses issues with high turnover rates and inexperienced staff at a company. A survey was conducted with junior and senior employees to understand the problems. Interpretation found that training needs revamping and money is an issue. Solutions proposed included a training program guide, continual training, rewards programs, and team building to address issues around staff development, motivation, and communication.
5. Management Interview
High Turnover Rates
“...lucky to get workers to last 3 -6 months...”
Young & Inexperienced
“...most barely out of high school...”
Intense & Stressful
“...such a tough job...”
Training May Lack
9. Survey Kickoff
Two Sets
15 Senior, 32 Junior Level
Google Doc Launch
Ease of Use, Automated Surveys
Two Week Time Frame
10. Answers - Junior Employees
It’s not the Training, It’s
the Right Training/Trainer
Listening To What
Employees Need
Very Important
11. Answers - Junior Employees
Figuring Out a Way to Take
Away Customer Stress
Bring on the Tasks, Task
Masters
How Does Massage
Envy Bridge Pay Divide
16. Training Program Book
Career Tracking Guide
Junior Employees
Track Own Career Progress
Senior Employees
Ensures Subordinates On Track
(Thomas Building Block of Reward) (Kelly's Model of Attribution)
17. Continual Training
Bi-Monthly Follow Ups
Addresses Sales Pitch &
Customer Issues
Management Focus On
Junior Employees
(Contingent Consequences in Operant Conditioning)
19. Growth & Idea Program
Plans & Guides Written
for Junior Employees by
Senior Staff
Internal Training from
Local to National
Training Builds from
Inside Out
(Model of Self-Fulfilling Prophecy)