Example Case Studies

Learn valuable lessons from these organisations:

Major bank commits to support and training programs for new hires.

National City Corp. knew it had to face reality. It was earning a reputation as a revolving door, and something dramatic had to be done to keep good people from fleeing. Realising that it is nearly impossible to win customer loyalty and provide excellent service if you cannot even keep your own workers, National City in 2000 developed a department called the National City Institute. Its purpose was to find a way to thoroughly engage and assimilate new hires from their first day on the job, so they would be less likely to quickly quit. A "buddy system" which matches a new employee with an employee peer, has become the most effective and popular component of the program. To ensure that mentoring "buddies" have the right stuff to effectively support new workers, they attend workshops to learn coaching skills. "The buddy system bridges the gap between what new employees learn in training and what they need to know on the job, and provides a support network and someone to answer questions. As a result of the programmes offered by the Institute, new employees are 50% less likely to resign in the first three months and are 25% less likely to be absent.

A commitment to staff development.

The Tesco chain of stores has developed a state-of the-art academy featuring a virtual supermarket and equipment which will train all staff. Using such initiatives as 360o feedback to identify individualised training needs, the Academy, the virtual supermarket, and a bronze, silver and gold level programme (of basic to highly focused training modules for specific skills), Tesco is aiming to improve overall company performance.

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