What is it?

An 8 weeks program to conduct a Micro-Climate diagnosis through the application of online AI instruments. The purpose of this program is to mployee turnover and increasing commitment, identifying & monetizing current turnover team situation affecting a critical KPI for the business and provide collaborators (including its leader)  with practical zero cost and short term strategies and the opportunity to experience the power of GC Index, Emotional Salary and team alignment in a real work environment.

This impactful activity will prompt individuals to answer key questions that lead them to reflect on business goals, priorities, and their role in the organization as a whole.

GC MyWorky Reduce turnover program

According to Gallup creating a culture of engagement is a real challenge. Building a highly engaged organization takes intention, investment and effort. But the results are truly worth it. Gallup’s most recent employee engagement meta-analysis of 112.312 business units found that teams scoring in the top quartile on employee engagement saw the following benefits compared with bottom-quartile teams:

  • 10% higher customer loyalty/engagement
  • 23% higher profitability
  • 18% higher productivity (sales)
  • 14% higher productivity (production records and evaluations)
  • 18% lower turnover for high-turnover organizations (those with more than 40% annualized turnover)
  • 43% lower turnover for low-turnover organizations (those with 40% or lower annualized turnover)

To provide methodologies and techniques to execute processes that allow reducing the costs of employee turnover and increasing engagement and commitment. Contributing significantly to the cohesion, service, and sense of collaboration within the team to strengthen the company.

This is a program for building up your:

  • Deep connection between Wellbeing and financial impact
  • Productivity awareness
  • Zero cost emotional salary action plans
  • Financial impact of Turnover hiding costs
  • Team motivations
  • Team Wellness
  • Team Emotional salary 9 elements diagnosis
  • Team profound knowledge

Program details

Week 1

  • Identification of the highest staff turnover department/functional area
  • To use turnover cost calculator in the identified department/functional area (direct and indirect costs)

Week 2

  • Apply The GC Index® & Tarrix to all team members including the immediate boss (Up to 15 people)
  • Each assessment can take up to 15 minutes to complete.

Week 3 & 4

  • The GC Index® Individual Review Session – 1 hour
  • Emotional Salary Assessment review Session and identify the workload chart – 1 hour

Week 5 & 6

  • GC Index Team Talent Mapping analysis
  • Estimate a % of turnover to be reduced
  • Turnover analysis and interpretation of findings to boost productivity and reduce turnover within the team.
  • Results Presentation with recommendations and Ghant action plan to Project leader
  • Review and coordinate actions to be done within in 2 months

Week 7 & 8

  • 2 online training sessions:
  • GC Index team impact online workshop – 3 hours
  • team online training session to share results and reinforce productivity at work – 2 hours
  • Share folder with deliverables: 2 individual reports for each member and 2 team reports
  • Client satisfaction survey
  • 1 hour Follow up session after 2 months to validate

“Business units with engaged workers have 23% higher profit compared with business units with miserable workers”. Gallup

Engagement is an experience created by organizations, managers and team members.

Benefits & Outcomes

  • Improving wellness and wellbeing at work
  • Access to practical strategies for optimizing turnover rate and productivity
  • Clarity of zero or low-cost action plans
  • Productivity awareness
  • Financial impact of Turnover hiding costs
  • Team boost motivations
  • Team Wellbeing

Make Work a Place People Want to Be

One of the vital factors in engaging on-site workers is creating an environment employees look forward to going to each day. Gallup’s research shows that connection to culture drives professional and personal results. When employees strongly agree that “I feel connected to my organization’s culture,” they are:

  • 3.7 times as likely to be engaged at work
  • 5.2 times as likely to strongly agree they would recommend their workplace as a great place to work
  • 68% less likely to report feeling burned out at work very often or always
  • 55% less likely to be actively looking for another job