| Case
Study: Increase
Retention
 Alisha
was the Human Resources Director at a translation agency. Working
with people from different cultures, different countries, and different
needs was always a challenge. There were many levels of hierarchy
and maintaining a positive atmosphere between management and the
employees was often frustrating. No matter how hard she tried, she
had an annual turn-over rate of 15 employees per year out of an
80 person staff. That was outrageous!
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When Alisha
actually analyzed several factors in the company, she realized several
hot spots:
- Low company
morale
- Employees
didn't trust the management
- Management
was feeling pressure from a recent merger
- Salaries
were low
She had some
great people working for her with so much potential that seeing
so many of them leave was disappointing. It was costing the company
approximately 30% of each person's salary whenever they resigned.
Sometimes that added up to several tens of thousands of dollars!
She wanted to cut the amount of people who left the company each
year by half. That would mean lowering the head count to no more
than 7 people per year.
Her task looked
daunting. She couldn't raise salaries. She could probably send some
of her managers through a little
more training to learn how to effectively communicate better, but
that wouldn't necessarily cut the turn-over in half in one year.
Alisha decided
to try something new in her company: an Employee Retention Incentive
Program. If an employee would work for the company for two years,
each employee would be rewarded a weekend trip, all expenses paid
to anywhere in the United States. She estimated that if she lost
$10,000 dollars each time an employee left, she should be able to
reward her employees for a fourth of that cost if they remained
loyal to the company for two years. Every two years after, the price
of the trip and the length of the trip would increase. So, by the
time a person was with the company for ten years, they would have
an all expenses paid trip for almost two weeks!
Initially, two
years would be a long time to keep people motivated for the first
trip. So at the milestone for the first year, the company would
reward the employee an awards package: dinner for two, movie tickets,
and a bottle of wine in celebration.
To start the
excitement, she awarded the trip to all the employees who had already
worked for the company for two years. She set the example and created
quite a kick-off!
Alisha was able
to create excitement among the employees for working for the company
and reached her goal of reducing the turn-over rate by half. Only
4 people left the company the year of the program's implementation.
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an employee retention program such as this with Deliver
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