For other Informa Webinars: http://www.informa-mea.com/webinars To view recording: https://youtu.be/QjOYV5vNbQ0 or watch the video at end of the slide In today’s HR world, retaining the top performers in any organisation is an increasingly critical and challenging goal, and traditional compensation tools may not be enough. So many organisations are now introducing 3-year retention bonus schemes to help in retaining the most critical top-performing employees. This webinar explains what retention bonus schemes are, and explains in a simple step-by-step method how to implement a 3-year retention bonus scheme, including how to use various 9-box techniques to identify the most critical 5% of your employees who need to be retained and who should be included in the retention bonus scheme. This webinar presentation will cover the following: • Latest approaches for retention schemes in the GCC • Using 9-box techniques for talent management and retention • The three “Ps” of retention: - Retention for Potential (Key employees and/or Nationals) - Retention for Pressure (Projects and deliverables) - Retention for Pain (Mergers and acquisitions) • Retention bonus payments • Open Q&A session About the Presenter: Robert Mosley is a Global Remuneration Expert and Consultant and he is the CEO and Owner of Lemon Pip Consulting Limited. He is widely recognised in many industries and many countries as one of the leading global experts on compensation and benefits in all sectors across the GCC, and is also a leading expert in the more general field of human resources within the aviation and airline sectors. Robert, a Fellow of the Chartered Institute of Personnel and Development, has 28 years of experience in HR and C&B, 20 years of which were in the Middle East. He was the head of the Middle East practice with Hay Group in 1988-1990 before joining the Emirates Group and later promoted to the role of SVP Human Resources. He spent 13 years with Emirates Group, before establishing his own remuneration consulting business, Lemon Pip Consulting Limited, where he is working with over 400 companies in the Middle East and 80 airlines globally.

1. © Lemon Pip Consulting Limited
Managing Retention Schemes In The GCC
Tuesday, 17 May 2016
16:30 – 17:30 hrs (UAE time)
Presentation by: Robert Mosley

2. © Lemon Pip Consulting Limited
About the HR Observer
• The HR Observer is an initiative by Informa Middle East
aimed at becoming a platform for HR professionals in
the Middle East to exchange insights and expertise,
both online and offline, in an effort to take the HR
industry forward in the GCC region.
• The initiative features a blog, LinkedIn group, Twitter
feed, online webinars and a series of offline informal
networking functions.

3. © Lemon Pip Consulting Limited
Housekeeping
• Please wait to the end of the session to type questions
• Time will be allocated at the end to address questions
• The slides will be available on our SlideShare page for the
next four weeks, and the link will be emailed to you
• The webinar recording will be available for the next four
weeks, and the link will be emailed to you
• Please take time to complete the post-webinar survey
that will pop-up at the end of this webinar

4. © Lemon Pip Consulting Limited
Today’s Presenter
Robert Mosley is one of the leading global experts on
compensation and benefits in all sectors across the GCC.
He was head of the Middle East practice with Hay Group in
1987-1990 before joining the Emirates Group to later
become the SVP Human Resources. He spent 13 years
based in Dubai at Emirates Group, before starting his own
compensation consulting business, Lemon Pip Consulting,
where he is working with over 400 companies in the
Middle East and 80 airlines globally.

5. © Lemon Pip Consulting Limited
Retention Schemes in the GCC and 9-Box Techniques
Presentation Facilitator: Robert Mosley
Location: Webinar by Informa
Presentation Title: Retention Schemes in the GCC
Contact Email: robert@lemon-pip.com
Presentation Date: Tuesday 17th May 2016
Presentation Time: 16:30 to 17:30 (UAE)

6. © Lemon Pip Consulting Limited
Robert Mosley:
1980-1983: MA in Mathematics at Oxford University
1983-1985: MBA in Business Studies at London Business and Chicago Business School
1985-1990: Hay Group Management Consultants (UK and UAE)
1990-2003: Emirates Airline Group in UAE (Senior Vice President Human Resources)
2003-2005: Qatar Airways in Qatar (Group General Manager Human Resources)
2007-2009: Travelport-Galileo in UK (Group Vice President Global Reward)
2003-: Fellow of the Chartered Institute of Personnel and Development (FCIPD)
2005-: CEO of Lemon Pip Consulting (Reward and HR Consulting in GCC)
2015-: Master Trainer for CIPD and Member of “CIPD Reward Advisory Board”
Lemon Pip Consulting Limited:
Specialism: Reward Consulting and Training Courses in Total Reward Management
Main Services: Grading, Compensation, Performance Management, Pay for Performance
GCC Clients: Over 400 clients globally (mainly in the Middle East and Asia)
Email: robert@lemon-pip.com
Your Seminar Leader: Robert Mosley

7. © Lemon Pip Consulting Limited
(1) WHERE DOES RETENTION START ?
Retention starts with recruitment, so get the following right at recruitment:
• 1st interview of recruitment based mainly on technical competences
• 2nd interview of recruitment based mainly on behavioural competencies
• Psychometric test to help ensure a good person-job fit (eg: MBTI)

8. © Lemon Pip Consulting Limited
Retention continues with in-job employment, especially fair and equitable
remuneration, so get pay right and competitive:
• Clear pay strategy and payscales that are market-competitive
• Clear job description for each job setting out the accountabilities and KRAs
• Clear performance goals for each job where the KPIs are linked to the KRAs
• Clear communications so each employee knows what is expected of them
• Develop a company competency framework and identify the critical 6-8
competencies for each job (of which 3-4 might be “core” to reflect values)
• Clear HR policies and procedures manual, so that each employee knows
their rights and what they can expect from the company
• Use the “golden triangle” of managing remuneration and ensure that HR is
following best-practice in all areas
(2) WHAT FACTORS WILL ENCOURAGE RETENTION ?

9. © Lemon Pip Consulting Limited
JOB
PERFORMANCE
MARKETPERSON
$
ODJOB
DESC
JE
GRADESKRAs
KPIs
GOALS
OBJECTIVES
BEHAVIOURS
COMPETENCIES
APPRAISALS
PAY-REVIEW
& BONUS
PAY
STRATEGY
PAY
SURVEYS
BENCHMARK
PAY RANGES
& ALLOWs
JEJA
RATINGS
(2) USING REMUNERATION TO AID RETENTION

10. © Lemon Pip Consulting Limited
Retention continues with career development and engagement:
• A development plan every year for each and every employee
• Developing managers to give good feedback, and be good at coaching
• Identifying the issues that motivate each employee
• Having an objective performance appraisal system that can identify the top
5% “outstanding” and the top 30% “excellent”
• Having a “HiPo” career development programme for the top 5%-10% of
employees who are the identified high-performers (“High-Potential”)
• Conduct employee opinion surveys every 2-3 years and find out about their
feelings on employment with the company
• Monitor “attrition” (voluntary resignations) and “turnover” (total churn) and
start to get worried if attrition rises above 10% or turnover rises above 15%
(3) CAREER DEVELOPMENT AND ENGAGEMENT

11. © Lemon Pip Consulting Limited
(4) UNDERSTANDING EMPLOYEE MOTIVATION
• 80% Desire to Maintain Good Work Reputation
• 79% Enjoy Working with the Manager or Boss
• 75% Importance of Work
• 66% Appreciation and Recognition from Others
• 62% Existing Financial Reward
• 55% Opportunity to Prove Capabilities to Others
• 50% Interesting Work
• 45% Opportunity to Prove Capabilities to Self
• 40% Employment Benefits
• 35% Enjoyable Co-Workers and Colleagues
• 30% Expectation of Improved Career Prospects and Promotion
• 20% Personal Desire to Please Manager/Supervisor
• 15% Expectation of Future Financial Reward
• 10% Fear of Negative Consequences

12. © Lemon Pip Consulting Limited
(4) UNDERSTANDING TOP-PERFORMER MOTIVATION
• 89% Job Tailored to Match Individual Abilities and Interests
• 88% Base Pay Above Market Average
• 87% Existing Financial Reward
• 85% Opportunities to Learn New Skills in Current Job
• 84% Opportunities for Promotion
• 82% Flexible Work Schedules
• 58% Desire to Maintain Good Work Reputation
• 48% Enjoy Working with the Manager or Boss
• 36% Interesting Work
• 32% Expectation of Improved Career Prospects and Promotion
• 31% Employment Benefits

13. © Lemon Pip Consulting Limited
Above all else, retention is absolutely critical for the top 5%-10% of your
high-performers, so you must get the following right:
• Ability to identify the top 5%-10% of employees who must be retained
using the 9-Box techniques
• Implement a 3-year “retention bonus scheme” to retain the top 5%-10%
of employees who are deemed to be critical for the future
(5) RETENTION CASH-BONUS SCHEMES

14. © Lemon Pip Consulting Limited
(5) RETENTION CASH-BONUS SCHEMES
3-Year Scheme that is Highly Selective and Highly Secretive
Managed by Head-of-HR Personally
Head-of-HR Meets with Each Head-of-Department Individually
Aiming to Identify about 5%-10% of Employees for Retention
WHO ?
Selected Employees get a Personal Letter from Head-of-HR
Letters are Kept by Head-of-HR (Not Employee File)
If Employee Tells Anyone, then it is cause for “Gross Misconduct”
Employee is Offered “Career Development” and “Retention Bonus”
Employee Must Not Resign for 3-Years and Must Meet Expectations
If Employee Keeps Their Promise, then they get a Retention Bonus
Payments are Processed by CFO as an Ex-Gratia Cheque (Not Payroll)
HOW MUCH ?

15. © Lemon Pip Consulting Limited
(6) WHO? RETENTION AND TALENT MANAGEMENT
Link “Reward” with “Retention and Talent Management”
Who Is Selected for Retention Schemes?
Link “Reward” with “Retention and Talent Management”
Using the 9-Box Techniques and “Double Greens”
9-Boxes Techniques:
• Talent Management (Potential)
• Flight Risk (Retention)

16. © Lemon Pip Consulting Limited
High
Low High
Performance
Potential
9-Box:
Talent Management
And Performance
What does your talent
profile look like for your
key people in relation to
performance and
potential?
Notes:
• Ratings should be relative
to top performing
benchmarks in general, not
to the team in particular
• Those in the top right hand
box should only include the
very highest performers
with high potential
High Potentials
(may be too early to
determine Performance)
Low Performers
Low Potentials
Good Performers
High Performers
High Potentials
Good Performers
(may be locking roles for
low future potential people)
(6a)
RETENTIONROTATION
REWARD
COACHING
DO NOTHING

17. © Lemon Pip Consulting Limited
High
Low High
Likelihood
Impact
Low
Moderate
High
Notes:
Please evaluate the
likelihood and potential
impact of your people risks.
These risks should include
risks associated with:
• functions
• teams
• individuals
Those risks considered to
be in the “High” category
require mitigating action
plans (see following page)
9-Box
Retention and
Flight Risk Cabinet
Evaluate the risks
associated with people &
capability in your:
• Top team
• Business critical roles
• Leadership succession
(6b)
RETENTION SUCCESSION
ENGAGE
(Coach/Develop)
REWARD DO NOTHING
(Farewell Party)

18. © Lemon Pip Consulting Limited
(7) RETENTION SCHEMES
The Three “Ps” of Retention:
Retention with Potential (Key Contributors)
Retention with Pressure (Key Projects)
Retention with Pain (Key Mergers with Risk)

19. © Lemon Pip Consulting Limited
(7) HOW MUCH? SUMMARY ON RETENTION MONEY
Retention with Potential (Key Contributors):
15%-25% of Basic Salary
Retention with Pressure (Key Projects):
25%-33% of Basic Salary
Retention with Pain (Key Mergers with Risk):
33%-50% of Basic Salary

20. © Lemon Pip Consulting Limited
(8) COMING SOON – FUTURE DATES
Tuesday 24th May:
Webinar at 16:30pm on “Competencies”.
Tuesday 31st May and Wednesday 1st June:
20th Annual Middle East C&B Forum in Dubai.

21. © Lemon Pip Consulting Limited
(9) ANY QUESTIONS ?
Any Questions ?
Or contact me for future consulting support:
robert@lemon-pip.com

22. © Lemon Pip Consulting Limited
Retention Schemes in the GCC and 9-Box Techniques
Presentation Facilitator: Robert Mosley
Location: Webinar by Informa
Presentation Title: Retention Schemes in the GCC
Contact Email: robert@lemon-pip.com
Presentation Date: Tuesday 17th May 2016
Presentation Time: 16:30pm to 17:30 (UAE)