9
felt experience of the team is regressing. This result demon-
strates the importance of exercising continued vigilance on
organizational culture.
Turnover provides another data source to measure
organizational culture. Randall (2022) suggests that peo-
ple typically leave their jobs because of weak company
culture. Multi-faceted retention strategies help retain and
attract good people because they want to work for com-
panies where they benefit from flexibility, professional
development, meaningful work, and leader support. The
Kennecott Technical group and Open Pit Mine Technical
team turnover rates are shown in Figure 6. The Open
Pit Mine Technical team’s turnover rate closely follows
the Kennecott Technical group’s because its population
accounts for approximately 33% of the group. In contrast
to people leaving the business, the upward trend in aver-
age annual turnover from 2020 to 2021 are believed to be
a combination of easing COVID-19 restrictions, creation
of new technical role vacancies to accomplish an increased
work scope, and the promotion of internal transfers. In
2023, the turnover rates appear to be settling as the func-
tional strategy matures.
CONCLUSION
So how is the garden going? It is a work in progress and,
despite many mistakes being made along the way, there are
many green shoots. There is a clear realization that organi-
zational culture change requires disciplined and continuous
Figure 6. Employee turnover rates at Kennecott
tending. There has been no magic fertilizer for this most
recent organizational culture transformation. However, a
key theme has been investing in people. As the Bingham
Canyon mine deepens and widens, the established plants
will be enhanced by the introduction of new plants and tech-
niques to enhance the beauty and value of the Kennecott
Garden. Attracting, retaining, and fully activating top tech-
nical talent will give organizations the competitive edge in
the race to find and extract materials that societies need
to advance. It is hoped that this paper has presented one
team’s journey to uplift the status and contribution of tech-
nical professionals in a complex environment.
REFERENCES
[1] Morgan, P. (2022, August 19). Forbes. Retrieved
from Understanding The Importance Of Corporate
Culture After The Great Resignation: www.forbes
.com/sites/paulamorgan/2022/08/19/understanding
-the-importance-of-corporate-culture-after-the-great
-resignation/?sh=41d7cf9118cd
[2] Rio Tinto. (2023, November 3). Retrieved from Rio
Tinto: www.riotinto.com/en/can/about
[3] Ross, B. (2017). Rise to the Occasion -Lessons from
the Bingham Canyon Manefay Slide. Englewood:
Society for Mining, Metallurgy &Exploration
(SME).
[4] Sinek, S. (2009, September 29). Start with why -how
great leaders inspire action. Retrieved from TEDx
Talks: youtu.be/u4ZoJKF_VuA
[5] Taylor, C. (2015). Walking the Talk: Building
a Culture for Success. London: Random House
Business.
[6] Abenov, Timur, et al. “Has Mining Lost Its Luster?
Why Talent Is Moving Elsewhere and How to Bring
Them Back.” McKinsey &Company, 14 Feb. 2023,
www.mckinsey.com/industries/metals-and-mining
/our-insights/has-mining-lost-its-luster-why-talent
-is-moving-elsewhere-and-how-to-bring-them-back.
[7] Randall, J. (2022, March 24). A Strong Company
Culture is the Best Retention Strategy Amid High
Turnover. Forbes.
felt experience of the team is regressing. This result demon-
strates the importance of exercising continued vigilance on
organizational culture.
Turnover provides another data source to measure
organizational culture. Randall (2022) suggests that peo-
ple typically leave their jobs because of weak company
culture. Multi-faceted retention strategies help retain and
attract good people because they want to work for com-
panies where they benefit from flexibility, professional
development, meaningful work, and leader support. The
Kennecott Technical group and Open Pit Mine Technical
team turnover rates are shown in Figure 6. The Open
Pit Mine Technical team’s turnover rate closely follows
the Kennecott Technical group’s because its population
accounts for approximately 33% of the group. In contrast
to people leaving the business, the upward trend in aver-
age annual turnover from 2020 to 2021 are believed to be
a combination of easing COVID-19 restrictions, creation
of new technical role vacancies to accomplish an increased
work scope, and the promotion of internal transfers. In
2023, the turnover rates appear to be settling as the func-
tional strategy matures.
CONCLUSION
So how is the garden going? It is a work in progress and,
despite many mistakes being made along the way, there are
many green shoots. There is a clear realization that organi-
zational culture change requires disciplined and continuous
Figure 6. Employee turnover rates at Kennecott
tending. There has been no magic fertilizer for this most
recent organizational culture transformation. However, a
key theme has been investing in people. As the Bingham
Canyon mine deepens and widens, the established plants
will be enhanced by the introduction of new plants and tech-
niques to enhance the beauty and value of the Kennecott
Garden. Attracting, retaining, and fully activating top tech-
nical talent will give organizations the competitive edge in
the race to find and extract materials that societies need
to advance. It is hoped that this paper has presented one
team’s journey to uplift the status and contribution of tech-
nical professionals in a complex environment.
REFERENCES
[1] Morgan, P. (2022, August 19). Forbes. Retrieved
from Understanding The Importance Of Corporate
Culture After The Great Resignation: www.forbes
.com/sites/paulamorgan/2022/08/19/understanding
-the-importance-of-corporate-culture-after-the-great
-resignation/?sh=41d7cf9118cd
[2] Rio Tinto. (2023, November 3). Retrieved from Rio
Tinto: www.riotinto.com/en/can/about
[3] Ross, B. (2017). Rise to the Occasion -Lessons from
the Bingham Canyon Manefay Slide. Englewood:
Society for Mining, Metallurgy &Exploration
(SME).
[4] Sinek, S. (2009, September 29). Start with why -how
great leaders inspire action. Retrieved from TEDx
Talks: youtu.be/u4ZoJKF_VuA
[5] Taylor, C. (2015). Walking the Talk: Building
a Culture for Success. London: Random House
Business.
[6] Abenov, Timur, et al. “Has Mining Lost Its Luster?
Why Talent Is Moving Elsewhere and How to Bring
Them Back.” McKinsey &Company, 14 Feb. 2023,
www.mckinsey.com/industries/metals-and-mining
/our-insights/has-mining-lost-its-luster-why-talent
-is-moving-elsewhere-and-how-to-bring-them-back.
[7] Randall, J. (2022, March 24). A Strong Company
Culture is the Best Retention Strategy Amid High
Turnover. Forbes.