How To Navigate A New Era Of Recruitment And Retention


CEO & Founder at THE HR ICU. Providing simple, affordable and time-efficient HR tools for all levels of people leaders in an organization.

We have all heard, “People don’t leave a company for money; they leave because of a bad leader.” As a leader, have you ever sat down and analyzed your methods of leadership? Have you measured your employee turnover or surveyed your employees’ engagement? Keep in mind that surveying employees’ engagement is not just about asking your employees questions; it’s more about what you will do with the information once you have it.

Recruitment and retention are presenting challenges like no one has ever seen right now. There are so many articles, comments and studies related to the “Great Resignation,” but as an HR professional for more than 20 years, I truly believe you do not have to be a product of the challenges currently happening if you consider the following things.

Performance Assessments

Do you conduct yearly or quarterly performance reviews? No matter what type of company you lead, your employees need to know and feel they are connected to your company. This means you cannot have one-time conversations anymore. There needs to be continuous contact with everyone. Employees from all generations need validation, especially due to the pandemic. For the past 20 months, people have been thinking through their life and deciding what is important to them; you want your business to be in their top 10 if not top five priorities. From my perspective, the only way this seems to happen is when an employee understands how they make a difference in your company. Otherwise, if they are not invested, they are just there for the paycheck.

A general recommendation is to assess someone’s performance with both soft and hard skills. Set realistic targets that can influence and encourage an employee to succeed. Ensure your conversations are collaborative by getting the employee involved in buying into the targets and goals. Don’t forget documentation, even in its simplest form, is needed to help move the process forward and hold employees accountable.

Flexibility

This is a very hot topic right now as it plays into people’s mental health. However, I cannot outline or provide you with a template of what flexibility means for your team, as every business and employee is different. What is important to note is that leaders should remind everyone that some form of flexibility is possible through employer/employee agreements.

Reminders and discussions about flexibility can happen during performance assessment times, or you can post notices on an employee billboard letting them know your door is open. You can also type a personal letter and add it to your employees’ paystubs. However, you choose to communicate with your team, knowing that you understand and are compassionate to people’s personal situations will go a long way for retention.

Market Trends

As recruitment has become so competitive, ensuring your company is on top of trends related to employees is also important. There are many employee-related benefits that have changed in the past 20 months, including health and dental benefits and mental health programs. Wages for some roles have increased as well. I’ve also seen many employees now have great flexibility in their schedules. This might include working from home, getting more days off, working longer days to have a shorter workweek overall and more.

When is the last time you have reviewed these types of benefits for your employees? In my experience, many leaders just want to follow what others are doing in order to stay competitive. Although this might have been possible years ago, a little extra research and a deep focus on what you offer will surely assist you with your employee retention.

Before your next leadership meeting, task your team with coming up with ideas and suggestions on updating or revamping your processes. Any improvements you make will be recognized by your employees, and you and your business will be able to stay ahead of recruitment and retention for your field.


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