The Great Resignation is here, so you need to do everything you can to retain your great employees. Employers of all sizes are struggling to fill open positions. What can a small business do to compete against bigger employers who have the resources to offer more lucrative benefits? Your culture is the key.
11. How often do you engage with your employees beyond directing them to do work?
Think about how well you know your employees. If your only conversations are annual performance evaluations, you are missing an opportunity to connect with them. You can get formal feedback via performance evaluations and also have informal discussions on an ongoing basis. Casual conversations and stay interviews can identify when employees need support to maintain their level of performance. They’re also a great way to let your employees know you care about them. Having an EAP (Employee Assistance Program) can be a valuable resource to help your employees when personal issues arise.
10. Do you provide the work flexibility your employees need?
The pandemic has changed all of us, so something that worked in 2019 may no longer work. Be sure your time off benefits (vacation and sick time, PTO) are competitive. Consider remote work options that extend beyond the pandemic. Help your employees achieve an appropriate work/life balance. People used to work their childcare, elder care and personal needs around their jobs. These days more people put their personal lives first.
9. Do you offer ongoing training?
Training starts with onboarding new employees and continues until they leave their jobs. Good training motivates your staff, helps them grow, and opens up new possibilities for them to advance and be promoted internally.
8. Do your employees feel they have opportunities to grow within the business?
Cross train and develop your employees to acquire new skills. Analyze whether you’re giving them the support they need to advance. Do they know they have options within your company? When employees see others move to different roles, do they feel like it’s a real possibility for them?
7. Do your employees feel safe at work?
Safety is not just feeling physically safe; it is also about your employees feeling like they belong. Training on sexual harassment and bullying is key. Diversity, equity, and inclusion (DEI), as well as LGBTQ+ issues, are also important to your company’s culture. As for physical safety, start with examining your COVID precautions and your overall safety and emergency plans.
6. Are your supervisors comfortable in their roles?
Data shows that employees more often leave due to their relationship with the supervisors/managers, not because of the work. Leadership development is key. If you promote a great employee to a supervisory position, be sure you give them the tools they need to succeed. Examine how well your supervisors communicate with their staff, how they handle problems, and how they communicate.
5. Is there good communication in your workplace?
Pay attention to see if employees talk freely with each other and actually work well as a team. Talk with them to discover whether they truly respect their supervisors and each other.
4. Is the workload reasonable?
With staff shortages, a lot of people are working a lot of extra hours. Pay attention so that burnout doesn’t become an issue. Don’t assume that everyone is happy with working extra hours just because they receive overtime pay.
3. Do your employees feel appropriately financially rewarded?
It is good practice to do periodic reviews of your compensation and compare yourself to others in your industry. Being competitive in the local market is a factor in attracting and retaining employees. Also think about a review of your salary structure to ensure it is equitable. Think about how transparent you want to be about pay.
2. How do you reward your staff beyond their salaries?
Your employees need to feel appreciated, so determine if they are really getting the reward they want. We are all motivated by different things. Ordering pizza for your team for lunch can be fun and easy. Public recognition in a staff meeting is very positive for some people, while others might prefer an afternoon off. Talk to your staff about what might work best for them.
1. Do you value the feedback your employees give you?
Follow through on their suggestions and let them see that you care what they say. A great employee is invested in the success of your business and wants to improve things.
At MGMTinsight, we know we don’t live in a perfect world. We’re ready to work with you to help you achieve the culture you need to retain and grow your valued employees.
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We can help.
Contact us today for more information.