If you’re lucky, you’ve had the same all-star team for years. Unfortunately, like most employers, you’re probably scratching your head wondering why you keep losing staff. In today’s business world, a little turnover is natural—people switch companies and even career fields for a multitude of reasons. If your turnover rate is considerably high, however, you might be a little tired of constantly having to spend precious time and money on job postings and interviews.
Are you scratching your head, wondering why you can’t seem to get your employees to stay? Stop losing your valuable workers to other companies. Use these tips, courtesy of your Dallas immigration advertising firm, to put an end to high turnover and retain your employees for longer.
Create a Positive Work Environment
Providing employees with a constructive and enjoyable work culture is the first step toward getting them to stay. They may love the work that they do but if they don’t feel happy and respected at your company, they’ll gladly find another place to do their job. Take some time to think about the kind of culture you want to cultivate. Whether you want to foster a highly professional work environment or a Google-esque office where employees can draw on the walls is up to you. Whatever you choose, hire employees based on whether their personalities and ideals fit the mold of what you’re offering.
Look for Red Flags
Don’t turn a blind eye to warning signs while you’re screening your candidates. Does your potential hire have a lengthy list of previous workplaces on their resume? This could be a sign that they’re someone who isn’t willing to dedicate themselves to any one place for too long. Of course, it’s unwise to make a snap judgment on a lengthy resume alone—talk to your candidate about their work history. They may have made strategic moves to make advancements in their career or even switched careers entirely. Either way, make sure the person you hire is interested in moving up in your company and not using you as a stepping stone to get elsewhere.
It’s a huge mistake to expect to find the perfect job candidate with all the certifications and experience you’re looking for. Furthermore, having the right certifications doesn’t guarantee a hardworking employee who will work well with the rest of your team. Is there a candidate on your list who has nearly everything you’re looking for, or has plenty of transferable skills? Consider giving them a chance by investing some time to help them earn the credentials they need. They’ll thank you for it, and appreciate that you’re invested in their success.
Make sure your new hires understand their day-to-day responsibilities and how to properly accomplish them. After hiring your new employee, sit them down and set up an orientation plan to track their progress. As they become accustomed to working at your company, check-in and provide constructive feedback on their performance. Be positive and encouraging. If your employee doesn’t receive enough support in their first few months, they are more likely to feel unsure or frustrated about their role at your company and quit.
Cheaping out on employee salaries is not a great way to cut down on operational costs. It can be tempting to low-ball new employees, especially when your budget is tight or your sales have been less than stellar. But if you don’t pay your employees well, they’ll eventually find out that they could be making better money working for your competitor. In fact, jumping ship and heading to a new company could actually award your employees a salary increase of up to 20%. Additionally, it could cost up to half of their annual salary to replace them—not a very good use of your budget. Long story short, negotiate a competitive salary that won’t leave your employees feeling resentful.
Appreciate Your Star Players
While it’s good to give plenty of attention and guidance to your newer or struggling employees, it’s also important to give your high achievers the praise they deserve. In today’s workplace, employees need to be shown appreciation when they are doing well. If you don’t take the time to recognize your employee’s achievements, they’ll grow to resent you over time.
Allow a Proper Work-Life Balance
Employees today need flexibility from their employers. You might be a workaholic, but that doesn’t mean you should feel entitled to make your employees work crazy hours to earn your praise. If the job description posted by your PERM advertising firm in Dallas lists work days from Monday to Friday, you should be able to understand why your employee isn’t willing to spend their weekends answering emails and meeting with clients.
Large companies are typically able to afford to provide excellent healthcare plans for their employees. If you own a small business, providing employees benefits can be a bit of a challenge. Though you aren’t likely to provide the same insurance benefits as a large company, you can compensate by providing plenty of other perks to your employees. Consider offering perks like performance bonuses or the option to work from home. You can even add in-office perks without costing you too much—why not give your employees a dedicated nap room or a free lunch once a week?
Did you just go through this entire list and think, “I’m already following all of this advice”? If you really are implementing all these tips already, you might be your own problem. Several studies and surveys have shown that poor leadership is one of the leading reasons employees jump ship. Try not to take yourself so seriously. Be respectful to your employees and make them feel appreciated—and don’t be afraid to crack a joke every once in a while! As the saying goes, you catch more flies with honey than with vinegar.
At first glance, trying to decrease turnover can seem incredibly hard. But by being truly appreciative of your team and actively listening to your employees, you’ll be able to provide everything they need to thrive under your leadership.
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