Retention ThumbnailEffective retention strategies nurture consistent, positive employee experiences from day 1 to day 1,000 and beyond. Ceridian HR Vice President Deb LaMere examines the ingredients of an effective retention strategy and how to mix them into your company culture.  

What’s Your Retention Secret Sauce? [Part 2 of 2]

Q&A with Deb LaMere, Ceridian vice president of employee engagement

While many engagement initiatives focus on an employee’s first month, effective retention strategies nurture consistent, positive employee experiences from day 1 to day 1,000 and beyond. Unfortunately for corporations, there isn’t a one-size-fits-all approach to retention.

In many ways, creating a successful retention strategy is the equivalent of developing the recipe for your organization’s secret sauce. You must carefully mix together the ingredients of your culture with the characteristics that make your workforce unique.

In part two of our retention article series, CeridianVoice continues its conversation with Ceridian vice president of human resources strategy and engagement, Deb LaMere, who provides us insight into the role generational differences and job harmonization play in employee retention. (Missed the first half of this series? Visit the Voice archives to read Part 1: Want to Retain Your Top Employees? Transparency is Key)

Job Motivators

Q: What is the “generational challenge” facing HR and what impact does it have on retention strategies?

A: Today’s workforce is composed of workers from four distinct and very different generations. As employers deal with recent graduates, pre-retirees and everyone in between, they face the challenge of satisfying the unique factors that motivate and engage each generational group. Satisfying these diverse needs requires employers to exemplify the values of transparency and agility.

Q: How can companies tap into the influence of their managers to tackle some of their workforce’s generational challenges?

A: At Ceridian, we build “generational flexibility” into our engagement strategies by equipping managers to motivate, recognize and reward employees in ways that resonate with their unique personalities.

Ceridian’s management training focuses on giving managers the tools and knowledge to have ongoing career conversations with employees. These one-on-one discussions enable managers to regularly assess the engagement levels of their team. One of the areas Ceridian’s managers frequently assess is an individual’s desire to advance in their position. We firmly believe that regardless of their generation, all employees are seeking ways to grow by either learning new skills or changing roles. Therefore, we look to our supervisors to identify employees’ growth areas and offer employees opportunities to help them advance their career.

Q: In addition to navigating generational differences, organizations with multiple locations often struggle to develop a consistent culture. What steps has Ceridian taken to address this issue?

A: With 5,200 employees in locations around the world, Ceridian faces a number of global HR challenges, including communication, culture and consistency across locations. Up until recently, one of the biggest challenges we faced was developing transparency in job categorization. Specifically, we struggled to create parity of job titles and pay grades at our various locations. When our engagement surveys indicated that employees felt they weren’t fairly and competitively paid, we knew that resolving this issue needed to be a priority.

To address the problem, we implemented a project to harmonize our jobs across locations. We started the process by ensuring we had detailed job descriptions for every Ceridian position and ranked each job according to its responsibilities. Manager feedback was then solicited to verify that the job categorization was an accurate reflection of the employee’s competency and overall performance. All of this information, along with market data, was assimilated to develop a standard, company-wide salary range for each position.

Q: What role does job harmonization play in Ceridian’s retention strategy?

A: The completion of Ceridian’s job harmonization process has enabled us to provide employees a very clear job description and salary structure that takes into account market differences and employee skill sets. The initiative not only creates job consistency between our locations, but it also provides employees a clear outline of future career opportunities.

Employees looking to increase their salary or advance their career can use our job structure to identify the skills they need to take their next step at Ceridian. With this clear path, Ceridian is guiding employees to look internally to advance their careers rather than turning outside the company for new opportunities.

Q: In your opinion, what does retention look like at Ceridian?

A: For Ceridian, retention is about creating transparency through our company culture. Our goal is to provide employees a clear picture of the organization’s strategic goals and the role they play in helping achieve these initiatives. Creating a culture of transparency isn’t an easy task or an initiative that is accomplished once and then forgotten. Rather, it’s a continual process of creating a culture centered on honesty and sincerity. It’s what draws people to our organization and keeps them with us.

For more information:

  • Read part one of this article Want to Retain Your Top Employees? Transparency is Key
  • View the CeridianVoice article Why Developing Your Leadership Pipeline Needs to be a Priority
  • Learn about Ceridian LifeWorks