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Attract & Retain the Best Employees



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Investing in Your Employees Sets Your Company Up for Success

One of the biggest challenges employers face today is finding and retaining skilled employees. Recent studies have shown as many as 85% of HR managers state that the single greatest challenge they have in managing their workforce is their organization’s inability to recruit and retain dedicated employees and managers.

If your organization is experiencing similar difficulties, the first step in resolving the issue should be exploring the main reasons people are quitting. Is it because of strained relationships with supervisors? Do employees feel that they have room to grow and develop a career path within your company? Or, are employees tired of putting in hard work that goes unnoticed? All of these questions play an important role when it comes to employee retention.

Once the reasons for employee resignation have been identified, the next step is to remedy these issues. Below are four guidelines to follow when attracting new employees and retaining your current workforce.

1. Lead & Listen: Positive Working Environment

One of the main reasons employees quit is because of the relationship with their first-line supervisor. Unfortunately, many supervisors and managers are unaware of the effects their actions and decisions have on employees, putting a strain on the relationship between them. However, a properly trained manager — one who is aware of how their decisions affect their employees and one who operates as a part of the team, not controlling it — is a critical aspect to an effective employee attraction and retention strategy. Managers need the skills, tools, and knowledge to help them understand their employees’ retention needs and be able to implement a retention plan designed to increase employee engagement in the organization. A wise executive or manager is one who realizes the responsibility for creating a positive work environment starts at the top.

2. Recognize & Reward: Employee Recognition

It’s natural for employees to desire appreciation and gratitude for the hard work they put in. Employee recognition and incentive programs help meet this need. Having a successful reward and recognition program doesn’t have to be complicated or expensive to be effective. One example of a very effective workplace incentive program comes from Graham Weston, CEO of Rackspace Managed Hosting, who gives the keys to his BMW M3 convertible to an overachieving employee for a week. While a cash bonus is always nice, it can be impersonal. Incentivizing employees with something like driving your boss's car around for a week is unforgettable. 

3. Involve & Engage: Employee Equality

It’s important that your employees are able to contribute their own ideas and suggestions to your company. This gives them a sense of responsibility, self-worth, and ownership of their involvement within the company. Brainstorming sessions for anything from creative design, marketing strategy, opportunities for growth, etc. will simultaneously give employees a speaking ground for their ideas and foster the exchange of ideas within departments. It’s also important for everyone to feel equally valued within a company. Doing away with trivial perks for executives and managers, like reserved parking spaces or longer lunch breaks, can really help establish a sense of equality amongst the entirety of your company.

4. Evaluate & Develop: Professional Growth

For many people, career opportunities are just as important as the money they make. Employees don’t want to feel stuck in the same position forever — they want to be able to learn, grow, and fulfill themselves with the work they do. In a study done by Linkage, Inc. more than 40% of respondents said they would consider leaving their present employer for another job with the same benefits, yet a better career development path and greater challenges. Continual evaluation and progressive development are the answers to this problem.

The primary purpose of evaluating your employees is to see what motivates and de-motivates them. Possible ways to evaluate and keep your employees’ motivated include: conducting an employee satisfaction survey, conducting surveys concerning the real reason people join and leave your organization, or providing flexible work arrangements for working parents and older workers. You can also help remedy employee retention issues by holding managers responsible for retention in their departments, measuring the cost of turnover, focusing on key jobs that have the greatest impact on profitability and productivity, and examining the departments that have the highest turnover rates. 

Knowing the right ways to attract and retain your employees will ensure your company is set up for success, and LBMC Employment Partners can help you establish a great plan of action. Contact your local LBMC Employment Partners representative today to learn more.