| Background: |
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Manufacturing plant, (Puerto Rico). |
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Globally one of the top 2 in world. |
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18% employee turnover! (Average for the industry was ~ 9%). |
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Highest turnover - within 8 months of new employee starting. |
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Focus was on reducing the turnover. |
| Analysis of Problem: |
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New employees joined because believed organization was good, prestigious, reputation for caring for people. |
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After joining, heard disgruntlement from existing employees regarding pay. |
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Culture among existing employees - negativity was acceptable, the norm. |
| Features designed into Induction Program |
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Activity required each to calculate their full remuneration, including value of all benefits - laid to rest issue of money. |
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Activities designed to inoculate new employees against typical disgruntled comments prepared them for comments they might hear, had them brainstorm appropriate responses that were polite but did not draw them into the negativity. |
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Existing employees were required to help new employees identify and quantify value of additional benefits changing the mistaken belief of inadequate remuneration among existing employees. |
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Numerous targeted learning activities designed for safety and skills acquisition were included to make new employees productive faster. |
| Results: |
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Overall employee turnover decreased from 18% to 8.5% within 18 months. |
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Culture changed from negativity to openness and helpfulness (Observation made by Plant manager). |
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New employees were productive approximately 40% faster. |
