Wellness at Work
Times are changing quickly. Employee retention is on every business owner’s mind. In many ways, it might be one of your biggest pain points. In job markets like this, it’s easy for an employee to jump from job to job – and that can be a big problem for a growing business.
A recent article from Employee Benefit Adviser Magazine stated, it costs a company on average six to nine months of an employee’s salary, in recruiting time and the cost of training to replace her.
Historically, you may have focused on salary and benefits as a priority to attract and retain a quality workforce, but in this job market you may have to up your game.
At Employee Solutions Group, we focus on “employee engagement”. Specifically, the extent to which our employee’s personal goals and interests align with the vision and goals of our company.
Our L.I.V.E. Your Success strategy aligns each team member’s goals and objectives in four key life areas;
L – Lifestyle, where you are today and where you want to be
I - Income needs and long-term financial goals
V – Values, personally and professionally
E – Equity, building something for the future
In addition, we focus on their natural talents and abilities. We work in collaboration to create a career plan that support what’s most important to them. From there we take a coaching approach in training, development, motivation and productivity, hosting a specific time each week to discuss personal activity that leads to achievement.
Research has shown that organizations with highly engaged employees have outperformed their competition’s productivity by an average 147%. If you’re a business owner like me, looking at the bottom line, a focus on employee engagement and creating a favorable work environment were a no-brainer.
If you’re thinking about how to improve your own “employee engagement”, consider these tips;
Employee engagement is not about extreme change, but small change with a specific focus – to show appreciation and improve communication. Remember, greater engagement leads to greater productivity and a stronger bottom line.
What ways can you create employee engagement in your business?
Laws of attraction are simple. You attract what you promote in words, action, attitude and expectation. Here are our top tips to attract and hire the ideal candidate.
#1. Set the stage for a successful attraction by establishing a strong company culture that drives the expectation of team work and accomplishment
Your vision and leadership are the two most important factors in attracting and hiring your ideal candidate. How you come to work everyday dictates the overall focus and feel of your business, including expectations. How you dress, communicate, your work ethic, your attitude all play a part.
#2. Write a job description and a personality assessment to clearly define the ideal candidate for the role you are filling
Include all tasks they will be expected to complete on a daily basis and any special tasks that may be included in the future.
What level of education and experience are needed to fulfill this role? This is important. If you are hiring a mid-level position, someone who lacks the experience will likely take longer to fully engage in their role. Is this something that you can accommodate in your current business environment?
Defining the personality you are looking for to fill this role is equally important as the task list. A social butterfly may not be very happy in the mail room. One who is very shy is unlikely the ideal person for a public relations position.
#3. Create a series of questions in advance to ask during the interview process
Do not "wing it". Given the amount of time, money and energy it is costing you to get to the interview stage, its well worth your time to be prepared. Asking a series of questions will help to clarify if the ideal person is sitting across the table. Consider using a two step interview process and have someone else conduct the second, even a third interview - then compare notes.
#4. Consider using an assessment system, such as DISC or even an HR Service
The process of posting ads, multiple interviews, hiring, on-baording and training can be time consuming, tedious and costly. If you're already being pulled in numerous directions, outsourcing resources or services may be your best option to get an objective opinion.
#5. The offer is key to your success
When the ideal position is aligned with the ideal candidate for the position, you are ready to make an offer. Set the stage for success, by making the offer in writing with compensation and benefits clearly defined. In addition, be clear about goals, expectations and employment related rules and guidelines.
#6. When it comes to on-boarding and training, begin with the end in mind
Steven Covey's tip is important for creating a professional on-boarding and training process. Before you begin, circle back to your ideal tasks and talent list. What do you want your new hire to accomplish and when? Over time, what new talents do you want them to engage in and when? Now, with clarity, how will you facilitate a successful training process?
First, set a training schedule with goals and due dates. Create a daily agenda so each person is clear about what is to be accomplished. This can help to keep your new hire engaged and proactive about their own training/learning. Second, determine the best person to conduct the training. Choose a trainer who has the right aptitude, attitude and positive outlook about your company, products and overall goals and objectives. Remember you want your new hire to be challenged, maintain a good attitude and take responsibility to achieve the goals you've established from the start.
Third, to encourage your new hire to engage in new skill sets, you may need to use outside services, such as vendors may offer product training.
#7. Even if you're not doing the training, stay fully engaged in the process
Get feedback from your trainee and trainer on a regular basis. Set a weekly one on one meeting with your new hire to keep the lines of communication open. Be open to modifying the training process if needed, but be sure to stick to the operational guidelines of your company's goals and objectives.
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