Employee Retention
Client Data
- Business Sector: Manufacturing
- Annual Turnover: 16m EUR
- Number of Employees: 95
Task: Vacon should solve employee retention obstacles.
Steps:
During the scoping workshop, the corporate values of the client, the status quo of the
client's company, rough structure, orientation, vision, currently perceived difficulties,
previously tried solutions and their results were presented. In this session, the client
presented the company, and there was a bilateral question and answer session on
general and roughly specific topics. The scoping workshop aimed to enable
Vacon to define the time and budget for an analysis phase, in combination with
determining proposed solutions for the obstacles described by the client, taking into
account for the company's core values along with the company's vision.
The Scoping Workshop was held with stakeholders online as per the client's needs.
After the scoping workshop, the Vacon team evaluated and assessed the relevant results
and communicated the findings. Based on this, an effort estimation for the
corresponding analysis phases took place and was presented to the company for
decision-making. Key Findings:
1. Misalignment with Mission, Vision, and Values:
o The scoping workshop revealed that there was a lack of alignment
between the company's stated mission, vision, and values and the daily
experiences of employees. This misalignment may have contributed to a
decrease in employee morale and engagement.
2. Organizational Structure Changes:
o Recent changes in the organizational structure were identified as a factor
affecting employee turnover and compliance. These changes might have
led to uncertainty, role ambiguity, and potential dissatisfaction among
employees.
3. Communication Gaps:
o Communication breakdowns were observed, both in terms of conveying
the company's strategic goals and in addressing employee concerns.
Inadequate communication channels may have contributed to
misunderstandings and frustration among the workforce.
4. Ineffective Initiatives:
o Past initiatives to address turnover and compliance challenges were
found to be ineffective. The reasons for their failure included poor
implementation, insufficient employee involvement, or a lack of follow-
through on action plans.
5. Data-Driven Insights:
o Analysis of turnover data and compliance records highlighted specific
trends and patterns, such as high turnover in certain departments or a
correlation between compliance issues and specific organizational
changes. These insights pointed to areas where targeted interventions
could be beneficial.
6. Employee Perspectives:
o Employee perspectives, gathered through interviews, revealed concerns
about job satisfaction, work-life balance, and the perceived impact of
recent organizational changes. Understanding these perspectives is
crucial for addressing the root causes of turnover and compliance
challenges.
7. Historical Context:
o The scoping workshop delved into the historical context of the challenges,
exploring whether there were recurring issues or patterns that persisted
over time. Understanding the historical context provided additional
insights into the challenges faced by the organization. Solution Design:
1. Alignment Strategy:
o Developed and implemented a comprehensive strategy to align the
organizational culture, policies, and practices with the company's mission,
vision, and values. Ensured that employees at all levels understood and
felt connected to the organization's overarching goals.
2. Communication Enhancement:
o Implemented measures to enhance internal communication channels.
Conducted regular town hall meetings, provided departmental updates,
and utilized digital communication platforms to ensure effective
information flow throughout the organization. Established feedback
mechanisms to allow employees to express concerns and provide input.
3. Change Management Protocols:
o Established robust change management protocols to mitigate the impact
of organizational structure changes. Ensured clear communication about
the reasons for changes, provided support to employees during
transitions, and addressed any uncertainties promptly. Implemented
training programs to help employees adapt to new roles and
responsibilities.
4. Initiative Revitalization:
o Revitalized existing initiatives aimed at addressing turnover and
compliance challenges. Revisited previous strategies, identified
shortcomings, and implemented corrective measures. Actively sought
employee feedback to ensure initiatives were tailored to address specific
concerns and were well-received by the workforce.
5. Employee Engagement Programs:
o Introduced employee engagement programs to boost morale and job
satisfaction. Implemented recognition programs, provided professional
development opportunities, and initiated programs to enhance work-life
balance. Recognized that engaged employees are more likely to be
committed to the organization and less prone to turnover.
6. Data-Driven Decision-Making:
o Established a system for ongoing data analysis to monitor turnover
trends, compliance metrics, and employee satisfaction indicators.
Enabled the organization to identify emerging issues early on and make
data-driven decisions to address them proactively.
7. Leadership Training:
o Provided leadership training to equip managers with the skills to lead
through change effectively, communicate transparently, and foster a
positive work environment. Acknowledged that strong leadership is
essential for navigating organizational challenges and maintaining a
motivated workforce. Employee Support Programs:
o Implemented support programs, such as employee assistance programs
(EAPs), to address individual employee concerns and well-being. Provided
resources for mental health support, stress management, and other
aspects contributing to overall employee satisfaction.
9. Continuous Improvement Mechanism:
o Established a continuous improvement mechanism to regularly assess the
effectiveness of implemented solutions. Collected feedback from
employees, monitored key performance indicators, and made
adjustments as needed to ensure sustained improvements.
10. Cross-Functional Collaboration:
o Encouraged cross-functional collaboration and communication to break
down silos within the organization. Fostered collaborative efforts to
enhance problem-solving, promote a sense of unity, and contribute to a
positive workplace culture.
Quantity Summary and ROI
Total man hours spend of Vacon: 800
Result: Savings and Capacity increase of 1,280,000 EUR ROI within two years.
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Posted Aug 17, 2024
Vacon's alignment, communication, and engagement strategies led to €1.28M savings and capacity increase, boosting employee retention & satisfaction within 2yrs.
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