Client Stories > Talent Attraction and Retention: High Tech

Talent Attraction and Retention: High Tech

Talent Attraction and Retention High Tech

How to Decrease Unwanted Turnover

Client Case Study

Situation: Talent Attraction and Retention

This high tech industry leader conducted internal research indicating that high performers stayed with the company not only because of good pay, but also because of interesting work and compelling growth opportunities.

Complications

  • 34% worldwide price drop of component prices over a two-year period.
  • Increased competition in terms of speed to market, customer centricity and offerings.
  • High Sales and Marketing attrition particularly during the first and fifth years of employment.

Approach: Talent Attraction and Retention

  1. Analyzed the organizational capabilities needed to deliver on the short- and long-term strategies.
  2. Agreed upon attracting and retaining high performers as the number one priority.
  3. Defined the psychological contract required to attract and retain high performers (i.e., If you give me X, I’ll do Y).
  4. Identified key learning & development and career development opportunity improvements required to deliver on this new promise.
  5. Designed new HR programs and created tools for managers to deliver on the new promise, including:
    • Critical competencies for each role.
    • Career paths and promotional criteria.
    • High-performer acceleration process and programs.
    • New selection tools to select top talent that fit.
    • New performance management processes

Approach – cont

  1. Trained managers so that they could understand and explain the new implicit employment contract and new tools to aid in recruitment, selection, recruitment, & promotion.
  2. Trained hiring managers how to conduct a behavior-based interview.

Results

  • Decreased unwanted turnover from 18% to 13%.
  • Increased rate of acceptance on job offers extended from 30% to 75%.
  • Increased the talent pipeline by 25% by improving interest in organization at campus recruiting events.

Related Information

We looked to LSA Global as a consulting partner to help us explore innovative and scholarly approaches to promote employee engagement and sustain the unique high performance culture we’ve built over the last decade.  LSA helped us perpetuate coaching as a discipline across the organization by integrating our core values, goal setting, and performance management.

We appreciate LSA’s commitment to cutting-edge practices to help keep us a step ahead during this time of rapid change.

Rosalyn Chan
Vice President, Human Resources

Redwood Trust

We have had a very beneficial partnership with LSA. Their recent Leadership Development Program helped us to identify, develop, and retain top leaders. It was instrumental in helping take our company and our key people to the next level. I would recommend them to anyone looking to truly develop and retain top talent.

Steve Janowsky
Vice President of Operations

Proxicom

LSA Global has provided our Employee Engagement Survey for the past 3 years.

Their ability to help us sort through complex organizational changes and provide data-based insights has been excellent.

LSA provides great value, and I highly recommend them.

Mike Normant
Senior Director, Training & Development

Service Source

I continue to be impressed by the depth and breadth of LSA’s expertise in leadership development, and management development.

What a smart and client-centric group of great people who really know how to help leaders attract, engage, develop and retain top talent in a practical and results-driven manner.

Thank you LSA!

Tracy Esposito
Director, HR Business Partner

LSA’s Employee Engagement Survey and Consulting work has provided critical visibility into what matters most to our people as well as the specific challenges that face biotechnology companies.

Their ability to identify engagement drivers and engender commitment to the specific engagement actions that our leaders can take to improve engagement and retention in our unique circumstances are top notch.

I highly recommend LSA’s to anyone looking to truly engage and retain top talent in a way that aligns their unique culture and strategy.

Chris Wells
Vice President, HR and IT

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