Evins Group is now Openwork!
Hint hint: it's all about retention.
Sometimes it can feel like job seekers hold all the cards, especially in the new world of work. Available talent is accustomed to more flexibility and freedom in their operations, and whether that means remote work, a change in PTO policy, or an updated performance review process, supervisors need to be ready for more negotiation, more compromise, and more understanding. That can sound daunting on the front end, but the truth is, a higher retention rate will save you both time and money.
“When you don’t have to rehire, you don’t need to invest in job advertisements or onboarding. Plus, you’ll be able to upskill your current employees knowing they’re likely to stick around,” write our friends at Greenhouse.
“When you don’t have to rehire, you don’t need to invest in job advertisements or onboarding. Plus, you’ll be able to upskill your current employees knowing they’re likely to stick around,” write our friends at Greenhouse. Prioritizing current employee development can have long-term effects on the attitude and engagement of your staff, which means when you are ready to onboard new employees, you already have a team ready to welcome the help.
An easy, effective way to put your employees first is focusing on their continued training and development. Like an engaged company culture, cross training and upskilling can make your team feel valuable and valued, as well as ensure they are exposed to growth opportunities. Building vacancies in entry level positions by promoting from within is a win-win–you don’t spend a fortune replacing associate level workers, and you retain the information they’ve already learned (a huge factor in organic organizational mentorship). When new employees see their more senior colleagues moving up in the company structure, it sets a positive example–especially when your entry level staff comes from all sources, including staffing firms.
Access to frank, honest communication can make a meaningful difference in employee happiness.
That communication doesn’t always need to be personal or individual, but it’s worth keeping your team in the loop. Consider an internal communication structure like a dedicated blog or newsletter, designed and focused toward informing your staff. It’s a great place for strategic company updates and positive shout-outs, and no matter the size of your staff, your employees will appreciate and value your transparency. And it doesn’t have to be all business! You might invite your team to celebrate a colleague’s birthday, or host a costume selfie contest for Halloween. We’re all people, right? “Just remember, your content should always be inclusive and fit with – or, better yet, highlight – your company values.” (Greenhouse)
Those values should also be reflected in the way your employees are treated. Any perceived hypocrisy by staff may lead them to isolate, disengage, and downplay their commitment to your team. That extends to temporary and contract staff, too–even if they aren’t receiving your specific full-time company benefits, they shouldn’t feel excluded from the company culture. Make a point to include all tiers of your staff in the opportunities and resources provided, and your company engagement will feed itself.
Ultimately, your people are your greatest asset. When you listen to them, encourage them, represent them, and appreciate them, growth can be exponential! “Many hands make light work,” as they say, and it’s all the easier when all of the hands are pulling in the same direction.