There are many different reasons why someone might want to improve the employee retention rate at their company. When the turnover rate is allowed to climb too high, it often leads to significantly bigger operational expenses and lower productivity. But by lowering the turnover rate and consequently increasing employee retention rates, you’re able to hire more talented employees, increase workplace productivity, and effectively lower overhead costs. With that being said, here are a few key ways that a business owner can help to significantly increase their employee retention rate.
Watch Out for Job Hoppers
There is an increasing number of individuals who get a job specifically for the purposes of having a regular paycheck while they look for a new position. This is something known as job-hopping, which is more common in younger individuals.
Therefore, when an employer has posted some recruitment ads in the Bay Area and is waiting for people to apply to it, they need to make sure that they are keeping an eye out for anyone who gives off signals that they might be a job hopper. Even if the workplace is pretty nice, these job hoppers will still likely leave for something more related to what they are most interested in.
This will leave the employer in a position where they need to once again get some recruitment advertising firms in the Bay Area to help them create new postings for the position and try to get someone new to fill it in only a year or two after originally filling it with the unexpected job hopper.
Luckily, it is often fairly easy to spot whether or not someone might be a job hopper simply by looking at their resume and asking them certain questions. For example, if the hiring committee notices that an applicant has worked for three or four different companies within the last five or six years, then this indicates that they probably enjoy switching roles as soon as they find something different that is just as good or even slightly better.
The individual in charge of conducting the interviews should also make sure that they ask them what the reasons are regarding why the applicant left their last couple of jobs. If they are not able to offer up a really good reason, then this probably indicates that they are a bit of a job hopper.
If the hiring manager comes across an individual that meets these criteria, then it is likely a good decision to avoid hiring that person and choosing to instead go with someone who doesn’t change jobs nearly as frequently.
Provide Employees With Job-Related Training
When someone is initially hired, they are often supplied with a fair amount of training so that they can better understand how the company handles business and how they should be completing their various tasks. However, a mistake that is often made by employers is not continuing to offer employees the opportunity to learn and improve their skills as they remain at the company.
When employees are constantly learning new and valuable job-related skills, they are much more likely to become invested in their position and role at the company. It also means that they will be better prepared to move up to a more significant role at the company if they want to. This means that not only will the company experience a boost in employee productivity but there will also be the opportunity to promote from within far more frequently.
When someone knows that they have a good chance of being promoted to an even better position within the company, they are far less likely to quit their job. That is why employers should continue providing the employees with job-related training in the form of industry events or getting access to e-learning sites.
Provide Regular Feedback
One of the biggest reasons why workplace relationships might struggle is due to the fact that there is a lack of communication between employees and management. This can pose a big issue because it means that employees will struggle to know how they can go about improving their performance at work and be a more valuable employee. This will likely cause them to continue making similar mistakes, which will upset management, lead to more criticism of the employee’s performance, and continue the vicious circle until they eventually quit for a different job.
That is why it is crucial that an employer puts importance on providing employees with detailed feedback that can be used to explain exactly what they should be doing in order to improve their performance. They will then be able to use this helpful information in order to make changes to how they work, thereby making their relationship with upper management better, resulting in a better work environment in general. This is a very effective way of raising the employee retention rate in any workplace.
Offer a More Flexible Work Environment
Any recruitment advertising agencies in the Bay Area will know that job posts that mention a flexible work environment tend to get many more applicants than ones that don’t. This is because applicants are looking for a position that will not punish them or force them to revolve their entire lives around a strict set of office hours. So if an employer wants to get their employees to remain with the company for as long as possible, then they are going to need to start offering a more flexible work environment.
For example, the employer should allow employees to show up to work anytime in-between a two or three-hour window and then do the same for what time they can leave the office every day. Or even better, make it so that the employees have the option to work from home on certain days of the week. Giving employees the option to skip the commute and remain at home for two or three days a week can go a long way in convincing them to stay at the company.
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