09 July 2013
Author: The ExecuSearch Group
Attracting and retaining top talent may not be as hard as you think. It’s no secret – the way to bring in talented employees, and keep them there, can be attributed to one, singular concept: happiness. Whether they are employed in a full-time role or in a temporary job placement position, employees across the board want a few universal things such as, the feeling that their work is appreciated, they have the opportunity to grow, and they feel supported by their organization. In short, the employer who creates a work atmosphere that employees feel lucky to be part of, is the employer who will ultimately keep employees there. For all those employers looking for ways to keep their office superstars, read on for our tips: Start on the first day: Start by making a good impression the very first day by making the day more fun for new hires. Why? Studies show that many workers decide whether to leave a new job within their first few months, so you want to make sure your firm makes a great impression early on. To do this, consider creating more personalized orientation programs. For instance, Wipro, a business process outsourcing firm, tested a new orientation system on new hires that focused on highlighting their individual abilities. After six months, those who went through the orientation program were up to 32% less likely to quit than those who hadn’t. New employees are also more likely to stick with a job when they find a social group early on, so consider connecting like-minded people instead of assuming ties will form naturally. To do this, consider a short orientation program in which new hires are grouped by their similarities and interests. It can also help to set up informal meetings with new hires throughout their first three months of employment to check in on them to address any concerns they may have as well as to discuss their performance. An organized and effective orientation program will help new hires develop a strong connection to your company, which will in turn, allow them to be more efficient employees. Provide educational opportunities and hire from within: Providing both educational opportunities, as well as opportunities for advancement and upward mobility, may keep employees interested in sticking around. Good employees deserve to be nurtured in professional development programs, and doing so will ensure employees feel their potential has been recognized and rewarded. Professional development programs can also help the organization improve its bottom line as they make great employees even better employees who are fit to take on higher positions within the company. Discuss advancement opportunities from the start: Management should discuss advancement opportunities with valued team members from the beginning of employment. Knowing that there is the possibility of advancement lowers the chances that employees will begin pursuing interest in other companies. Stop them from prematurely searching for future employment by letting them know their position in your company is valued and that there is room to grow. Be fair and equal: Employees want to work in an environment where they feel they are being treated fairly. Consciously creating a positive working environment will support your staff and their endeavors, whereas oversights on work equality can drive talented employees to other companies. Promoting equitable treatment, and using good judgment when assigning projects or tasks, or giving raises and other bonuses may go very far in terms of employee retention. Don’t let them feel invisible: A common complaint that you may hear during exit interviews is that the former employee felt their contributions went unnoticed by senior managers in the office. Employees who feel invisible are often unhappy because they feel their contribution to the company is going unrecognized, and may feel that their value is being overlooked and neglected. As an employer, take the time to meet with new hires to find out their strengths and talents, and meet with every employee periodically to check in on their well-being from time to time. This will not only make them feel appreciated and acknowledged, but also give you an accurate reading of your employees, and how you can help them grow professionally. Reward them: A fail-proof method to increase employee satisfaction is to reward your workers. Giving your valued employees monetary rewards, such as gifts, or bonuses, or a promotion and new responsibilities, tells them they’re doing a good job, and rewards them for that performance. Rewarding your employees is key to retaining staff, and making them feel appreciated. Even thanking them for their work on a frequent basis will raise motivation. Be flexible: The possibility of a flexible work schedule can be very appealing to a potential candidate, and to current employees who may need the flexibility. If it’s not crucial that employees work every hour of their workweek from the office, offer some flexibility in where and when they can work. Different tactics will work for different employers but one option that increasing numbers of companies are using is the offer that employees can work one day a week from home. Make work fun: Do little things to make work enjoyable for your staff. One method that is commonly used is catering. Ordering lunch every now and then as a company treat, or making the effort to celebrate birthdays and other holidays can make work more enjoyable for employees. An easier idea is to set up a suggestion box where workers can put their complaints, suggestions, and comments. This way you can hone in on what your employees want improved, or what might make their work life happier. Use these tactics, and your company will be on its path to becoming a more appealing place to work, and you’ll find yourself attracting top talent while retaining the stars you already have. Keeping your staff engaged, motivated, and happy may also ensure that you’ll have a productive and successful organization.