***HOW TO KEEP YOUR BEST PEOPLE***
***HOW TO KEEP YOUR BEST PEOPLE***
"Statistics say that 22% of high value employees often think of quitting, 20% would leave for a similar position and 13% are looking for a new job right now-- or at least as soon as the economy recovers." (humaneticsllc)
Hire right
Who do you blame when a new employee doesn't work out? It may surprise you that the majority of executives blame themselves. Or, to be more specific, they blame their hiring procedure. Therefore, the first step on your mission to control the turnover rate is to re- evaluate your company's hiring practices and policies. Here a re a few tips to keep in mind:
Identify your needs
Understand the work flow and when peaks occur, so as to know when you are more likely to need more employees and for how long. Also, take some time to evaluate the collective skill sets and personal attributes of your staff and decide if there are any proficiency gaps to fill. Take your time before you begin interviewing-- to determine exactly what it is that you are looking to hire for and what specific skills you need out of a candidate for you and the employee to succeed. Create a specific and detailed job description for each position-- be sure to include core competencies and duties that speak to your target audience.
Be rational
Overstating your needs might get you a candidate, but chances are the candidate is not going to last very long. Honesty is always the best policy, especially when it comes to hiring. So be sure to be candid about the company, the position and the opportunities ( short and long-term). This will assure that you will find the right candidate and that they are joining you team for the right reasons.
Don't ignore your employees
Previous studies have shown that candidates hired under the recommendation of current employees are more likely to stay longer than those who come on their own. Current employees know the organization and are less likely to risk their reputation by recommending someone who is not going to work out. They are also more likely to speak honestly about the company and the opportunities and therefore attract the candidate without the "sales pitch" that hiring managers usually use.
Rehire a previous employee
The advantage of rehiring a former employee who left under favorable circumstances, is that you already know the caliber of work to expect from them and the learning curve is substantially lessened. Aside from that, you also already know how to coach that employee best and how they will fit in with your current employees. So don't shy away from rehires, instead keep an open mind and place them back on your team with a strategic mindset.
Provide exciting incentives
Incentives can be anything from allowing people to take an extended lunch break to perhaps even leaving early. Loving the feeling of being a winner is something we can all relate to. Providing something to work towards will allow for employees to feel motivated to take that extra step or to make that extra call, simply because they know there is something additional waiting for them at the finish line. Other incentives can include things like, tuition assistance, casual dress days, and additional vacation time. Remember that people work for much more than a paycheck.
Start off on the right foot
Make sure that all new employees are fully aware of their duties the company's organizational structure, and what is expected of them. You cannot possibly expect someone to live up to your standards if you do not make those standards clear form day one. So, be sure to take a look at your new-hire orientation process, and make sure that it is up-to-date and effective. If you set the right pace from the beginning, you will ensure that your new employee will be performing at their very best.
Keeping your best employees is essential to your organization. These are the employees that make you look good and keep your organization oiled and fine tuned. So be creative, innovative, and exciting when thinking of new retention methodologies. And keep in mind that your employees (whether they are the best or average), are the driving force behind your business; so take the time to acknowledge their efforts and let them know that their loyalty and hard work is appreciated. You will be surprised how the little things can sometimes make the biggest difference.
HOW TO KEEP YOUR BEST PEOPLE - To learn more about this author, visit Carlos Morgan's Website.
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How to Keep Your Best People
"Statistics say that 22% of high value employees often think of quitting, 20% would leave for a similar position and 13% are looking for a new job right now-- or at least as soon as the economy recovers." (humaneticsllc)
Hire right
Who do you blame when a new employee doesn't work out? It may surprise you that the majority of executives blame themselves. Or, to be more specific, they blame their hiring procedure. Therefore, the first step on your mission to control the turnover rate is to re- evaluate your company's hiring practices and policies. Here a re a few tips to keep in mind:
Identify your needs
Understand the work flow and when peaks occur, so as to know when you are more likely to need more employees and for how long. Also, take some time to evaluate the collective skill sets and personal attributes of your staff and decide if there are any proficiency gaps to fill. Take your time before you begin interviewing-- to determine exactly what it is that you are looking to hire for and what specific skills you need out of a candidate for you and the employee to succeed. Create a specific and detailed job description for each position-- be sure to include core competencies and duties that speak to your target audience.
Be rational
Overstating your needs might get you a candidate, but chances are the candidate is not going to last very long. Honesty is always the best policy, especially when it comes to hiring. So be sure to be candid about the company, the position and the opportunities ( short and long-term). This will assure that you will find the right candidate and that they are joining you team for the right reasons.
Don't ignore your employees
Previous studies have shown that candidates hired under the recommendation of current employees are more likely to stay longer than those who come on their own. Current employees know the organization and are less likely to risk their reputation by recommending someone who is not going to work out. They are also more likely to speak honestly about the company and the opportunities and therefore attract the candidate without the "sales pitch" that hiring managers usually use.
Rehire a previous employee
The advantage of rehiring a former employee who left under favorable circumstances, is that you already know the caliber of work to expect from them and the learning curve is substantially lessened. Aside from that, you also already know how to coach that employee best and how they will fit in with your current employees. So don't shy away from rehires, instead keep an open mind and place them back on your team with a strategic mindset.
Provide exciting incentives
Incentives can be anything from allowing people to take an extended lunch break to perhaps even leaving early. Loving the feeling of being a winner is something we can all relate to. Providing something to work towards will allow for employees to feel motivated to take that extra step or to make that extra call, simply because they know there is something additional waiting for them at the finish line. Other incentives can include things like, tuition assistance, casual dress days, and additional vacation time. Remember that people work for much more than a paycheck.
Start off on the right foot
Make sure that all new employees are fully aware of their duties the company's organizational structure, and what is expected of them. You cannot possibly expect someone to live up to your standards if you do not make those standards clear form day one. So, be sure to take a look at your new-hire orientation process, and make sure that it is up-to-date and effective. If you set the right pace from the beginning, you will ensure that your new employee will be performing at their very best.
Keeping your best employees is essential to your organization. These are the employees that make you look good and keep your organization oiled and fine tuned. So be creative, innovative, and exciting when thinking of new retention methodologies. And keep in mind that your employees (whether they are the best or average), are the driving force behind your business; so take the time to acknowledge their efforts and let them know that their loyalty and hard work is appreciated. You will be surprised how the little things can sometimes make the biggest difference.
HOW TO KEEP YOUR BEST PEOPLE - To learn more about this author, visit Carlos Morgan's Website.
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Anne BarrAnne Barr has over 26 years experience in sales and marketing, six years as a franchisee. She has assisted over 367 business owners and purchasers to achieve their goals in career change, transition and exit strategy. She holds the designation of Certified Franchise Executive from the International Franchise Association, Certified Business Intermediary from the International Business Brokers Association and Board Certified Broker from the Texas Association of Business Brokers. Anne is active in professional organizations, networking groups and volunteers for non-profit entities. As owner/operator of four successful businesses, Anne has proven people skills and enjoys helping clients find the right "fit" in business ownership. Visit www.FranchiseOpportunitySpecialist.com for more information about me and my company. - Visit Anne Barr's Website |
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Jeff FosterWebBizIdeas.com is a Minneapolis website design company founded to help people start an internet business by providing them with website, business, and internet resources that help foster the growth of successful online businesses and develop innovative Internet business ideas. We specialize in internet consulting & internet marketing. - Visit Jeff Foster's Website |
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John BrennanJohn Brennan Ed.D. Dr. Brennan is President of Interpersonal Development, LLC, a training and development firm. Interpersonal Development has provided sales training and coaching to more than 3,000 sales reps from over 100 companies. A native of Australia, Dr. Brennan received his doctorate from the University of Rochester. His dissertation researched the effectiveness of Behavioral Modeling Technology in training people in interpersonal skills. While he has spent most of his career designing or delivering training, he was also a Vice-President of Sales of a training and development franchise with operations in 25 markets. Dr. Brennan has designed and delivered sales training in North America, Asia, Europe, Australia and the Middle East. He has been a guest speaker at numerous national and regional professional conferences. When Microsoft wanted Best Practices articles on sales for their web site, they called Dr. Brennan. The results are at http://office.microsoft.com/en-us/FX011387391033.aspx His firm’s clients have included Volvo, The Prudential, Merrill Lynch, Eastman Kodak, Gannett, Equifax Europe, the Economist Group and countless small businesses. - Visit John Brennan's Website |
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Stephanie RobeyStephanie Robey is President and CoFounder of Pivot Positive, LLC - an Internet marketing business focused on helping people start work at home ventures. Previously, she was employed at The Search Agency with over 20 years experience in graphic design and 10 years experience in online marketing. She was responsible for launching the Conversion Path Optimization (CPO) unit where she and her team have conducted hundreds of optimization tests for online companies across multiple verticals. She is a successful entrepreneur having started and sold 2 companies and remains on the board of directors of the third, PhotoSpin.com Stephanie began her career in the direct marketing realm creating and producing direct mail for many of the major cable television companies and directly attributes her understanding of Internet marketing to those early offline experiences. Stephanie is a graduate of San Diego State University with a BFA in Graphic Arts and also holds an Executive MBA from the Graziadio School of Business and Management at Pepperdine University. Read Steph's Blog Meet Steph and Dave Sign up for our Free 7-Day BootCamp: Self Employed & Rich - Visit Stephanie Robey's Website |
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