 In a previous blog post, we discussed the value of soliciting feedback within your company. One of the reasons we presented for doing so is to improve the retention of your employees, especially your best employees.
(Let’s be honest for a second. You probably don’t shed a tear over every employee who leaves your organization. The truth is that some are more valuable to the company than others.) There is hardly any doubt that you’ve heard the phrase “The Great Resignation,” in the news or otherwise. That’s because a staggering number of people are quitting their jobs in the employment marketplace. There is a myriad of reasons why, the COVID-19 pandemic being one of them, as workers have begun to analyze their lives with a “big-picture perspective.” So what can you, as an employer, do to combat the forces that are currently driving the employment marketplace and resulting in the mass resignation of workers? In addition to soliciting feedback, which we covered previously, below are four keys to improving your company’s retention of its employees (especially its best employees) and avoiding the fallout from “The Great Resignation”: #1—Strive to over-communicate. Why over-communicate? Because when you strive to over-communicate, you usually end up communicating just enough. Unfortunately, with as important as communication is within the professional setting, many people are not as proficient or as skilled as they need to be. #2—Recognize your employees. Most employees simply want to be recognized for the good work that they do. This can just include a kind word, something akin to a “pat on the back.” If you recognize the employee in front of their co-workers, that’s even better. They want to know that what they do for the company is both noticed and appreciated. #3—Provide adequate compensation and benefits. This should go without saying, but we’re going to say it, anyway, since we’re in the midst of the greatest mass resignation event in this nation’s history. Not only is good pay and benefits a strategic way to attract workers, but it’s also an effective way to keep them. #4—Provide opportunities for growth and development. Employees—especially your top employees—want the chance to learn new things and continue to add to their skill set. This is a win-win proposition for your company because not only will providing these opportunities improve retention, but your employees will also put their newfound skills to work for the organization. Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%. Contact Time Staffing today to find out more about our placement services for employers! In recent blog posts, we’ve addressed the topic of being a team player and thinking of putting the customer first in just about everything that you do.
There’s a mindset that’s involved with doing this correctly. That mindset involves being proactive, and part of being proactive includes showing initiative. The problem—or the perceived problem—is that showing initiative translates directly into more work. And as a general rule, people avoid more work. It’s been said that some people are like water. In other words, they “take the path of least resistance.” The problem is that people who “take the path of least resistance” rarely excel at work to the point where they advance in the form of promotions. However, if you want to enjoy more success at your current job and also set yourself up for more career success and satisfaction, then you should consider showing more initiative. To help with this, let’s engage in more visualization. In this instance, think about what it’s like to be your boss or another member of management at your employer. Would they be more likely to recognize and reward somebody who shows initiative often and volunteers when needed to get work done in order to complete projects and meet deadlines . . . or somebody who doesn’t do these things? You probably already know the answer to that question. Something else to keep in mind is that there are two ways to show initiative:
You’ve probably heard somebody say, “That’s not my job” at some time or other during your career. Hopefully, you were not the person who uttered that phrase. If you’ve never said that phrase before, then good. But if you have, realize that it reflects the type of attitude that will help you stand out . . . But not in a good way. Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%. Contact us today to find out more about the employment opportunities that are available in your chosen field!. In a previous blog post, we addressed the importance of helping your colleagues and co-workers on the job. That’s because the more that you help them, the more that you’re really helping yourself, both in your current job and quite possibly overall with your career.
However, there’s a difference between thinking that you’re a team player and knowing that you are one. After all, it’s nice to think that you are, and the idea of something is almost always better than the reality of it. You’ve heard some of the phrases that people use, including the following:
These are pleasant platitudes, but that’s all they are. They’re just words. True teamwork demands action, more specifically targeted action that has a purpose. The first step in being a team player is realize that everybody has a role to play. Nobody can fill every role, so it’s important to not only recognize the role that you play, but also the roles that other people play. The next step is realizing how these roles fit together and complement one another. Here are some questions to help you gauge how much of a team player you are:
How many of these questions are you able to answer “Yes”? All of them? Most of them? None of them? Ultimately, being a team player on the job and in the workplace setting is not easy. It requires hard work—time, energy, and effort. And it requires these things on a consistent basis. So be prepared to put in the work and the effort necessary to be the kind of team player that helps your co-workers excel and your employer be successful! Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%. Contact us today to find out more about the employment opportunities that are available in your chosen field! Feedback is important in just about every professional endeavor, and that certainly includes employment. With the right feedback, companies and organizations can make the strategic changes they need to make to provide a better experience to their employees, and in the long run, increase their rates of retention.
The problem is that some organizations do not collect feedback from their employees, and for some that do, they don’t collect enough of it or collect it consistently enough. This is a shame, though, since there are plenty of benefits and a ton of value associated with collecting employee feedback. The bottom line is that listening to your employees and asking for their feedback is one of the best things that you can do as a company, and below are three reasons why: #1—You gain valuable information. This is the whole point of collecting feedback in the first place. You gain information that you didn’t know previously but that you can use to make strategic changes to the way your organization operates. As a result, you can improve employee production, and ultimately, profit. #2—You increase employee engagement. Not only can you gain valuable information, but you can also increase engagement with your employees simply by reaching out to them and basically asking their opinion. They’re going to feel as though their opinion is valued and that they’re appreciated as employees. This reason, all by itself, should be enough to convince organizations to collect employee feedback on a consistent basis. #3—You improve employee retention. When you increase employee engagement, you also improve retention. The only thing worse than not hiring a great job candidate that you want to hire is losing a great employee because they left to pursue another employment opportunity. You can see how collecting employee feedback sets in motion a positive loop that results in better performance, higher morale, and more productivity. The bottom line is that when it comes to employee feedback, you can’t afford NOT to collect it. Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%. Contact Time Staffing today to find out more about our placement services for employers! |
