Podcasts

Featured Podcasts with Clark Ingram

Management Muse Podcast

Episode Highlights:

• Why “people first vs. profits first” is a false choice
• How to identify the organization-specific root causes of employee turnover
• Why engagement surveys only matter if leaders act on what they learn
• What the Walmart driver story reveals about hard-to-fill jobs
• Why compensation systems should be clear, fair, and tied to value
• Why HR should take turnover as seriously as customer experience
• How to define what actually makes your organization worth working for

By watching this 30-minute video, we believe you will get ideas how to reduce employee turnover, improve recruitment, and stabilize your workforce.

The Surprising Strategy That Eliminated 42% of Employee Turnover in Six Months

00:00 Introduction to Turnover and Retention 01:31 Identifying Root Causes of Turnover 03:36 Compensation and Value Path 06:00 The Cost of Turnover 07:26 People vs. Profits 10:10 The Disconnect in HR 11:49 Core Principles of Engagement 14:49 Actionable Steps for Employers 17:31 Conclusion and Parting Thoughts

Clark Ingram with Scott “Shalom” Klein on Get Down To Business

Thoroughly enjoyed speaking to Scott “Shalom” Klein on his program. Talking about my favorite topic – Employee Turnover. You can not have a stable culture if your turnover is 30-40% a year. So before you spend any more time on “building” your culture, take the time to identify your organizationally specific root causes of your turnover. Then develop plans to minimize or eliminate those causes. Recruiting becomes easier and now you have a foundation to build your culture.    

Cerius Executives podcast

Kristen, thank you for helping spread the message!

The first step in getting control of your workforce is to identify your root causes of your employee turnover, then develop a plan to eliminate/minimize those root causes. When your turnover goes down, staffing immediately becomes easier.

As you know, my goal is to cut turnover by 40-50% in the first year and staff up to mid-90s.

It is not luck or chance, it is a process!

From Turnover to Triumph With Clark Ingram

A presentation for HR professionals regarding what HR dogma I reject. How rejecting those principles allows for the results I achieve. I see HR dogma as an obstacle to getting the results we need.  

Cerius Executives Leadership: The Importance of Leadership Transparency w/ Employees – Clark Ingram

Peter Drucker is credited with saying that Culture eats Strategy for Breakfast. My quote in response is Employee Turnover eats Culture for Lunch. 

The first step in stabilizing your workforce is to identify and eliminate your organizationally specific root causes of turnover. Those root causes are also destroying your culture and driving your turnover. 

Cerius Executives Leadership: Succession Planning and Developing Managers – Clark Ingram

Workforce management has not done a good job of dealing with the higher value employees. Compensation is based on time served. Compensation should be based on value and any increase in value since the last evaluation. I have seen too many times employees who are in a employee development track and their value is increasing every day. However their compensation is not keeping up. Please see another video on value pathing for more details.  

Cerius Executives Leadership: Hidden Costs of Employee Turnover – Clark Ingram

Most people who talk about the costs of employee turnover they talk about recruiting, training, lost productivity and the like. However, the greater cost of turnover is opportunity cost. What opportunities are you missing due to the instability of your workforce? I was involved in a company that had serious turnover. We identified the root causes and either eliminated or minimized them. Over a period of time that organization grew from $200 million in revenue to $1.4 billion.    

Immediate actions to address employee turnover – Clark Ingram

1. Engagement surveys are a wealth of information regarding things you can do to make an immediate impact. Take out some of the obstacles that the employees see.

2. Another source of information is the best employees in the building. 

3. What things can you do, no matter how trivial, that the employees would appreicate.  

Being Transparent regarding Company Culture During Interviews

1. I see many companies who recruit on the basis of an awesome culture”. Many times they find out their culture is lacking and is not consistent throughout the organization. 

2. People hired under the above circumstance and find the culture is lacking will soon depart. 

3. Word will then get around the candidate pool and the organization will suffer. 

Examples of Value Pathing for Managers

1. Time served compensation is easy but does not align the organization with the employees. 

2. It does not account for the vast difference in value brought by different employees. It does not reward high performers or motivate mid employees. 

3. Value pathing sets up rewards based on value and increased value. It develops a path by position for employees to increase their value while aligning with the organization. 

Determining match value added to employee compensation

Would you like to reward you highest performers? Would you like to motivate your mid performers to become high performers? 

That will not happen under time served compensation. Give your employees a value path that aligns them with the organization and a bonus for exceeding standards. 

Root Causes of your unwanted employee turnover – Cerius Executives podcast

First stop the bleeding. The first thing is to get control of your employee turnover. If a patient bleeds out, it does not matter what else you do. Lots of money, time, effort and resources being spent on other issues which will not matter.

Identify the organizationally specific root causes of your turnover. Compensation is not a root cause. It is a symptom. The process of asking why five times is very helpful in finding your root causes. Then implement solutions to eliminate or minimize those issues. When you do, recruiting just got easier.

You are now making progress toward stabilizing your workforce.     

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