- A Sustainable Future
- Letter from the CEO
- Sustainability Strategy
- Ethics and Business Conduct
- Human Rights
- Economic Performance
By closely measuring our employee turnover rates and analyzing exit survey results across the company, we work hard to understand the fluctuations of voluntary and involuntary turnover to better support our employees’ and company’s success. After a couple of challenging turnover years because of change and restructuring, CH2M’s overall employee turnover decreased to 22 percent in 2015, while voluntary turnover decreased to 12 percent, resulting in our lowest overall and voluntary turnover rates of the past 4 years. Factors such as acquisitions, changing workforce demographics, and changes to our target markets and geographies play a part in turnover fluctuations.
Integrating New Staff
To reduce employee turnover and support engagement and job satisfaction, CH2M is committed to providing stellar early experiences for new employees. We integrate new employees by preparing them to join the company, orienting them once they have started working, and integrating them into their teams and the firm.
Preparing – As soon as candidates accept their offers of employment, a dedicated coordinator assists their transition into the company and makes sure everything is ready for them on their first day. This person then stays connected with them through the first month to help make sure they settle in well.
Orienting – When joining a new company, there is a lot to learn. We believe it is vital that all employees receive proper orientation so that no matter their location or project, they feel connected to the entire company. We offer a variety of orientation options, depending on location. Employees have access to at least one orientation opportunity, including a self-exploratory new employee Web site, a self-guided orientation presentation, and in-person orientation sessions when possible.
Integrating – To help supervisors welcome and integrate new employees, we equip them with essential tools, like checklists and templates. Supervisors prepare integration plans designed to set clear expectations; identify key people, training, resources, and tools to help new employees be successful; and provide a framework for early career development conversations.
Results from our supervisor and new employee 2-week and 2-month surveys indicate a high degree of satisfaction with the program overall. The feedback helps us focus on opportunities where we can make our new employee experiences even better. We have been able to directly correlate new hire satisfaction in these surveys with longer-term employee engagement. Our efforts to provide a great new employee experience, from day one, translates into more satisfied employees in the long term and, thereby, more satisfied clients.
Finding the right talent to work on our clients’ projects is essential for CH2M’s future. Knowing how difficult finding new talent can be, we are investing in keeping connected with the talent we already know. Our Alumni and Retiree Relations Program fosters this connectivity by engaging with alumni and retirees through our online talent community, the Alumni Connect Group. The Alumni Connect Group offers former and current professionals and retirees a social media experience where they can keep up to date on company and people news, view open job positions, and stay connected with former colleagues, friends, and mentors. The Alumni Connect Group LinkedIn community has over 3,200 members.
The alumni talent community is anticipated to become an increasingly more important and cost-effective alternative to traditional, expensive sourcing options, like job boards. Research also shows that rehiring alumni improves efficiency and reduces costs, ultimately increasing productivity and profitability for the organization. Alumni hires are already familiar with the company’s culture and processes, so they are easily integrated back into the organization. They bring knowledge, skills, and abilities already tailored to CH2M’s and our clients’ needs. Former employees also bring valuable experience from their work outside of the firm. Many of our most successful employees have been rehired after leaving the firm for a period of time.