• FREE RESOURCES
  • PREMIUM CONTENT
        • SEE MORE
          PREMIUM RESOURCES
  • HR DEEP DIVES
        • Coronavirus (COVID-19) Resources for HR Professionals
          Employment Law
          Labor Law Posting Requirements: Everything You Need to Know
          Recruiting
          businesswoman selecting future employees on digital interfaces
          Recruiting Resources for HR & Hiring Managers
          Performance Management
          vector image of young female making star rating
          Performance Review Resources
          Employment Law
          Understanding Equal Employment Opportunity and the EEOC
          Recruiting
          Onboarding Resources for HR & Hiring Managers
  • CORONAVIRUS & HR

  • LOGIN
  • SIGN UP FREE

HR Morning

  • FREE RESOURCES
  • PREMIUM CONTENT
        • SEE MORE
          PREMIUM RESOURCES
  • HR DEEP DIVES
        • Coronavirus (COVID-19) Resources for HR Professionals
          Employment Law
          Labor Law Posting Requirements: Everything You Need to Know
          Recruiting
          businesswoman selecting future employees on digital interfaces
          Recruiting Resources for HR & Hiring Managers
          Performance Management
          vector image of young female making star rating
          Performance Review Resources
          Employment Law
          Understanding Equal Employment Opportunity and the EEOC
          Recruiting
          Onboarding Resources for HR & Hiring Managers
  • CORONAVIRUS & HR
  • Employment Law
  • Benefits
  • Recruiting
  • Talent Management
  • Performance Management
  • HR Technology
  • More
    • Leadership & Strategy
    • Compensation
    • Staff Administration
    • Policy & Procedures
    • Wellness
    • Staff Departure
    • Employee Services
    • Work Location
    • HR Career & Self-Care
    • Health Care
    • Retirement Plans

Case study: Communication, small perks kept our best people on board

Dan Wisniewski
by Dan Wisniewski
August 21, 2012
2 minute read
  • SHARE ON

Periodically, we like to share the success stories of companies dealing with HR issues. This case study comes courtesy of Paul Graziani, CEO of Analytical Graphics in Exton, PA.
———————————————————————-
We’re lucky enough to attract some of the most talented and well-educated people in our industry.
But that makes it crucial for us to hold on to them any way we can.
That’s especially true considering how much it costs to replace some of our staff – as much as three times the worker’s salary.
Clearly that put retention high up on our priority list.
But what were the best tactics we could use to make that a reality?

Talk about it

One area we knew we wanted to focus on: open communication.
That’s how we hit on the idea of “all hands” meetings and “storytime.”
Initially, a handful of our employees from different departments who were friends would meet every Friday to discuss what was going on in their different work areas.
Then we started thinking: Why can’t we make this a weekly companywide event?
So we started “storytime.”
Each Friday, every employee in the company meets in our cafeteria.
There, we talk about anything important that’s happened over the last week – new products we’re working on, customer interactions, etc., for about an hour.
And since many of our workers travel, we sprinkle in funny travel stories as well.
We also hold quarterly “all hands” meetings.
Those go more in-depth, looking both forward and backward to deals we’re working on and how the company is doing as a whole.
The meetings are a great way to bring everyone together and keep everyone abreast on what’s going on.

Bring errands to staff

We know our employees work hard, but we also recognize there are any number of errands they may need to run throughout the day.
That’s why we partnered with a number of local companies to bring those errands to staff.
On any given day in a month, our workers can get their oil changed in the parking lot, get their hair cut, or have their dry cleaning taken care of – all without leaving work.
This costs us nothing – employees pay for this themselves.
But by allowing those businesses to come to the employee instead of the other way around, it allows workers to stay on-site and not worry about running all over to get things done.
We don’t do these things to be more profitable, but we are more profitable because we do these things.

Years and years

Our retention rates have been nothing short of phenomenal.
In our industry, most companies average a 21% turnover rate. Ours is 3% to 7% annually.
Keeping those same staffers onboard for years and years has allowed us to work through big projects in record time – and made our company a great place to work.

Get the latest from HRMorning in your inbox PLUS immediately access 10 FREE HR guides.

I WANT MY FREE GUIDES

Keep Up To Date with the Latest HR News

With HRMorning arriving in your inbox, you will never miss critical stories on labor laws, benefits, retention and onboarding strategies.

Sign up for a free HRMorning membership and get our newsletter!
  • This field is for validation purposes and should be left unchanged.
HR Morning Logo
  • Facebook
  • Twitter
  • Linked In
  • ABOUT HRMORNING
  • ADVERTISE WITH US
  • WRITE FOR US
  • CONTACT
  • Employment Law
  • Benefits
  • Recruiting
  • Talent Management
  • HR Technology
  • Performance Management
  • Leadership & Strategy
  • Compensation & Payroll
  • Policy & Culture
  • Staff Administration
  • Wellness & Safety
  • Staff Departure
  • Employee Services
  • Work Location
  • HR Career & Self-Care

HRMorning, part of the SuccessFuel Network, provides the latest HR and employment law news for HR professionals in the trenches of small-to-medium-sized businesses. Rather than simply regurgitating the day’s headlines, HRMorning delivers actionable insights, helping HR execs understand what HR trends mean to their business.

Privacy Policy Terms of Service
Copyright © 2021 SuccessFuel

WELCOME BACK!

Enter your username and password below to log in

Forget Your Username or Password?

Reset Password

Lost your password? Please enter your username or email address. You will receive a link to create a new password via email.

Log In

During your free trial, you can cancel at any time with a single click on your “Account” page.  It’s that easy.

Why do we need your credit card for a free trial?

We ask for your credit card to allow your subscription to continue should you decide to keep your membership beyond the free trial period.  This prevents any interruption of content access.

Your card will not be charged at any point during your 21 day free trial
and you may cancel at any time during your free trial.

preloader