HIRE MONKEY. RETAIN MONKEY. (Part 2)

? WHO AM I

CONTINUATION FROM HIRE MONKEY. RETAIN MONKEY (PART 1)

PART 2: We shall focus Part 2 on Retaining [the right] Monkey. And how to increase retention by 2-3X, especially for Frontline Staff.

? CORRECT VALUES DRIVE CULTURE FIT

With the right core values being the benchmark of all hiring, there are so many unique aspects of corporate culture that can be exemplary to retain and nurture the right type of top talent.

For example:

Infinite number of vacation leave given per employee per year!

You heard me right.

We pioneered the concept of minimum of 14 days paid leave per year in our organization.

Staff can take indefinite number of paid vacation per year, but nothing less than 14 days.

Guess what happened?

The maximum number of paid leave the top performing staffs took was...15 days. One day more than the minimum.

Contrary to popular belief, if we hire the Right "Monkey", we are sure to retain the Right "Monkey" even when we give such a ridiculous benefit as minimum of 14 days leave per year.

So what were the top values we looked for that drove this culture of empowerment and personal ownership by our staffs?

1. Open minded
2. Considerate

If companies hire the top 1 - 2 shared values among ALL of their staffs, they will continuously be able to drive the appropriate culture and corporate values consistently across the entire spectrum of employees.

? CULTURE DRIVES RETENTION

When the right values are used to find the best fit between new hires and corporate culture, we end up with the BEST proven solution for values-based hiring and BEST retention results.

And the best way to measure if employees are truly engaged with your culture, is firstly this:

Using Data:

? EMPLOYEE EXPERIENCE GOES THROUGH THE ROOF

Some say, the second best way to determine if employees are truly part of your company culture is how much of their personal time they are willing to spend to hang around after office hours, especially on a weekday!

However, employee engagement for Gen Z workforce now require more than just occasional meals or get together after office hours to encourage social interactions.

It also requires the innovative use of gamification AI to drive daily employee behavioral engagement, solidifying corporate culture and cohesiveness.

Especially for frontline staff and blue collar workers, these social, gamification and quest/quiz contest drives a sense of recognition and rewards programs unlike traditional employee satisfaction survey, which is typically extremely biased, sporadic and ineffective.

Notice the recent poll that majority feels Employee Satisfaction Surveys are biased: https://www.dhirubhai.net/posts/andrew-chaiwk_inspiration-motivation-perspiration-activity-7066936105836675072-Geo2?utm_source=share&utm_medium=member_desktop

? EMPLOYEE ENGAGEMENT FRAMEWORK THAT WORKS

An example of a Proposed Engagement Framework for a retail client in partnership with Selfdrvn, our strategic business partner on Employee Gamification Experience:

? EXAMPLES OF GAMIFICATION, MOTIVATION, REWARDS & RECOGNITION TO INCREASE RETENTION

? SUMMARY OF APPROACH

Speak to us about customizing a solution for you to hire frontliners staff much better, so you can retain them much better.

When attrition in the frontline operations typically goes beyond 50 - 70% per year, our solutions are much needed to address these 'hair on fire' problems that costs millions and often billions around the world.

If your company has more than 1,000 employees, even a high single digit attrition rate is costing your company at least $1M without you realising it. In most cases, the cost of attrition runs into a couple of million dollars easily.

So start with Hiring Better. Because it can reduce the costs of attrition

A. Hire Better:

B. Retain Better:

? A STRATEGIC SOLUTION TO HIRE BETTER. RETAIN BETTER.