There are multiple methods and/or steps to collect, analyze,
and identify the issues that impact your talent
This information is critical to design an intervention specifically based on your short and long-term needs, track its success, and measure your return on investment. These methods include:
An on-line organizational employee survey, based on the engagement and retention strategies from Love 'Em or Lose 'Em: Getting Good People to Stay, the EngagementEdge™ is a15 minute Likert-scale assessment More
Focus Groups (Executives, Key Line Leaders, Human Resources, Employees)
Internal Data (Existing or past employee surveys, Exit interviews, Internal Focus Group/Interviews, Talent Profiles/Internal Metrics)
Once the data has been collected and analyzed, results will need to be debriefed with the client/sponsors; opportunities discussed and expectations defined; roles and responsibilities determined; goals set and next steps outlined.
Your initiative will be created based on your findings
and expectations and linked to your business strategies
Whether it's a small, medium, or large initiative, Career Systems International will work with you to design the learning experience(s) to support your initiative around any or all of the following components:
Create a comprehensive work plan for your initiative.
No two people are alike and no two people learn and process new
information in the same way.
In order to accommodate that, Career Systems is adaptable in our delivery approach and provides easy solutions to tough problems. Our solutions are designed to provide complete flexibility as to delivery -- several different approaches should be considered based on the needs of your own learning community.
At a high level, the following tasks need to be executed:
Based on the core offerings within the engagement and retention framework, special trainings (or Executive level briefings) may be necessary for Executives, Human Resource Partners and other specific audiences.
Determination needs to be made as to who the training audience(s) will be and a timeline to deliver. The link between the learning experience(s), along with any follow-up and sustaining activities, must be clear and communicated.
Internal Trainers need to be certified by a Career Systems' Master Trainer.
Logistics and communications need to be finalized.
Internally market and communicate.
Distribute pre-work.
Launch the initiative's learning experience (consider using sponsor or executive to drive).
Distribute, collect, and evaluate workshop effectiveness (see Track ).
Debrief and identify next steps.
Career Systems International's Portfolio of Engagement and Retention Solutions
Changing culture and habits does not occur overnight
We will work with you to deliver and execute sustainer events, tools, and/or activities to reinforce and maintain the talent management principles and actions based on ongoing organization and individual needs.
Utilizing off-the-shelf, new offerings, and/or customized approaches, we can work with you in a variety of ways to sustain your development initiative:
Talent Risk Assessment Matrix® (TRAM), an excellent pre- or post-workshop on-line assessment tool, the TRAM assesses managers' talent as to their risk and impact of individual departures and offers tips and strategies to retain and re-engage.
Love 'Em or Lose 'Em® Coupons: Practical coupon book with 26 simple "gifts" to give to employees based on the Love 'Em® strategies (also available on-line) that provides an easy way to implement engagement and retention strategies immediately and with a personal touch.
Thursday Thought Provokers: Weekly communications to remind and sustain learnings from Love 'Em or
Lose 'Em® workshops.
Munch & Learns/Mini Modules based on the specific needs of an organization following the initial learning experience.
Consulting: A consulting partnership offers an opportunity to work with Human Resources, Senior Leaders, and/or initiative sponsors to understand the business goals and alignment with your talent initiative. This partnership will evaluate results, assess additional needs, and recommend/implement additional experiences to sustain the learnings.
Coaching: Managers who participate in Career Systems' learning experiences gain an overall perspective on how to keep talent, while employee participants learn how to take control of their satisfaction. Both leave with a process to follow and a plan of what actions they will take.
Career Development: Career Systems offers a variety of its award-winning career development solutions for both managers and employees, to apply a more directed effort into strengthening the development strategies for the engagement and retention initiative.
Mentoring: Career Systems offers several mentoring solutions to meet multiple learning needs. By adding mentoring to your engagement and retention initiative, you can strengthen the culture of learning and define roles, goals, and tasks for both the mentors and mentees.
Internal Marketing and Communications continue to be critical as participants practice their new behaviors and continue taking actions towards building a development culture. We provide an internal marketing and administrative kit to support our clients.
What gets measured, gets done.
There are multiple ways to track, measure, evaluate, and uncover opportunities including:
Organizational Surveys: Survey employees before the initiative and then repeat the survey after the learning experience to see how the needle has moved and where opportunities for improvement still exist. Either an internal employee survey or one of Career Systems International's online organizational surveys can be used:
An on-line organizational employee survey, based on the engagement and retention strategies from Love 'Em or Lose 'Em: Getting Good People to Stay, the EngagementEdge™ is a 15 minute Likert-scale assessment. More
Workshop Evaluations:
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Level 1: Typically delivered in a classroom immediately following a workshop, this evaluation focuses primarily on the trainer and collects information that provides a form of measurement as to participants' reactions to the training design, facilitation, and materials.
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Level 2: These evaluations measure workshop participants' readiness to practice the newly learned skills/behaviors introduced in a learning experience.
