Susan Armstrong
This meeting is now on hold, pending Covid-19
Recruiting, Retaining, and Retiring Great Employees –Managing Employee Engagement through the Career Cycle
We face greater challenges in organisations than ever before…getting top quality staff is difficult, keeping them is even more difficult. And when you add the expectations of different generations to the mix…it becomes even more complex!
These days we need more than just good recruiting – we need retention strategies that include Onboarding processes and Development strategies in order to attract and retain top talent. Here are some sobering statistics as to why:
- One-third of new hires will quit their jobs within the first 6 months
- One-third of new hires know if they will stay with their company long-term after only the first week!
- 35% of employees expect a pay raise within the first 12 months.
This speaks to the importance of your on-boarding program and how well prepared are you to receive new employees. Most turnover happens in the first 2-years so creating an onboarding program designed to motivate, engage and retain new employees is critical to the success of your organisation.
And once you have them in, and through their probationary period – then what? Different generations have different expectations of their work and their leaders. Understanding the needs of different generations will assist you in recruiting, onboarding and the on-going development necessary for employee engagement, development and retention.
In this workshop you will…
- Identify the top 5 recruitment strategies for your business
- Explore different generations and their expectations in the workplace
- Explore the key phases in world-class onboarding programs
- Examine your onboarding process
- Determine where and how you can incorporate different strategies to improve your own on-boarding program
- Discuss retention strategies and what strategies appeal to which generations
- Identify actions (short- medium- long-term) that your organisation should implement to enhance your recruitment, onboarding and retention strategies.
This is an interactive workshop. Please be prepared to discuss your own successes and challenges in these areas.
When and Where?
- Tuesday 16th June 2020 Upper Thames Valley Group – Swindon
- Wednesday 17th June 2020 London Group – London
Previously spoke at – South East Midlands Group – Northampton in September 2019
Susan Armstrong
Internationally recognised Speaker, award-winning Talent Development Expert, and Author. In the last 20+ years Susan has spoken in over 40 countries on 6 continents, developed and trained over 500 workshops and helped over 150,000 people around the world transform their personal and professional lives.
Susan specialises in the performance of people, custom designing programs in The Art of Persuasion, Leading with Emotional Intelligence, Improving Personal Performance in the Digital Age, Resilience, to name a few. She has worked with such organisations as Johnson & Johnson, GlaxoSmithKline, Pfizer, Philips, Medronic, and SABIC to design global training programs that raise individual and organisational performance. Her experience ranges from Healthcare, Medical Devices, Banking, Mining, Pharma, Timber, Oil & Gas as well as training the Ministers of several foreign nations.
Susan is an Instructional Designer and Master Trainer and her programs have won the CSTD Gold Award for Excellence in Training as well as having a Leadership Program custom designed for a Central Asian client named as one of the top 5 Leadership programs in the world by HR.com
Comments from Members who attended this workshop:
- Thought provoking, it stimulated a review of our recruitment process.
- How much feedback and coaching matters, adjust my time management to suit this.
- Engaged with the room and put ownership of ideas on us. It was a great presentation.
- Prompted group discussions and sharing.
- Gave various scenarios that I can apply to my situation. I will be hiring in the near future.
- Highlighted the importance of feedback backed up with data and statistics.
- To structure my ongoing developing of staff. It was really good, Sue was very open to being questioned.
- Reinforced the importance of on boarding and how I should commence pitch to the new employee starting.
- Backed up what she said with statistics engaged the group with mini workshops.
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