Goals for a Productive 2024 Workplace

 

The workplace has changed a lot over the last few years. According to a  McKinsey’s study of over 1,000 people, employees crave trust, social connections and meaningful impact at work. Employees want to feel their contributions are appreciated and recognized.

Developing an exceptional employee experience is crucial for businesses to attract and retain talent in a skills-short market. Companies face an “exodus” of overwhelmed, exhausted, and burned-out employees looking for better opportunities.

Failure to adapt to the evolving needs of the modern workforce places businesses at risk of lost productivity, damage to their employer brands, and rapid turnover.

Fortunately, business leaders can invest in more robust employee experiences in various ways.

Benefits of Improving Employee Experience 

Understanding the core motivators of today’s top talent is crucial. Purpose, personal growth, and a sense of belonging have become pivotal factors. Creating an outstanding employee experience is no longer a luxury but a necessity to unlock the full potential of the workforce.

Why is this important? The answer lies in the transformative power of employees who feel valued, heard, and supported. When people experience a genuine connection with their workplace, their passion becomes a driving force. This, in turn, propels them to exceed expectations and contribute to innovative strides that propel companies forward.

Numerous studies conducted by Gartner underline the correlation between employer support for team well-being and a substantial increase in high performers—specifically, a remarkable 21% uptick. Leaders who cultivate cultures of inclusivity, where every employee feels welcomed, valued, and empowered, unlock substantial benefits for both individuals and the organization as a whole Some of these benefits are: 

• Reduction in turnover: Many employees who quit their roles cite a lack of recognition and positive experiences as a critical reason for leaving. If you improve this part of your culture then you will retain more of your people.
• Improved engagement: Employees who are happy at work are more engaged and more committed to supporting business growth. One study found that organizations in the top quartile for employee engagement achieve up to 21% higher levels of profitability.
• Greater access to talent: A positive employee experience shines through in a company’s employer brand, helping to attract talent. This makes recruiting top talent easier.
• Enhanced productivity: Engaged, happy employees put up to 57% more effort into their work than their counterparts. 
• Improved company culture: A better company culture, built on satisfied and engaged employees, not only strengthens your employer brand but also leads to more collaborative, cooperative teams who can work together to innovate and unlock new opportunities

 

Key Ideas and Strategies for Employers

Studies show that companies with personalized employee experiences see a boost in productivity. But how do you achieve that? McKinsey provides the answer: a systematic approach that considers your workforce’s unique needs throughout their journey with your brand

1. Identify and Transform Employee Journeys

The first step in developing an incredible employee experience is identifying the key elements of the “employee journey” and how employees interact with your company. Leaders in the company should have a clear and aligned view of a great experience, based on their knowledge of their team members and priorities.

It makes sense for most organizations to start with the onboarding experience. An excellent onboarding experience can improve new hire retention by up to 82% and increase productivity by more than 70%.

Create a comprehensive plan for the new employee’s first few weeks, focusing on making them feel connected to the company culture and supported by the business. Help your new associate cultivate relationships between teams, feel comfortable in the office environment and answer any questions they may have about the business.

2. Create a Positive Work Environment

94% of business leaders and 88% of job seekers say a healthy culture is crucial for success in the workplace. Creating a positive work environment goes beyond simply designing contemporary offices.

Businesses today need to focus on nurturing inclusivity, diversity, and psychological safety. Excellent DEI initiatives are critical to creating innovative, forward-thinking organizations, where team members thrive. Train your managers and other team members to demonstrate inclusivity in everything they do, and watch for instances of unintentional bias.

Other factors that can improve a work environment include:

• Transparent leadership: Ensure leaders consistently share insights and knowledge with team members. Focus on ensuring employees are informed and have a clear view of the vision and mission of the business.
• Constant communication: Commit to facilitating open and consistent communication between teams. Invest in tools that allow remote and virtual employees to connect with in-person employees on a deeper level.
• Collaboration: Facilitate the development of cross-departmental relationships by encouraging collaboration between teams. Introduce regular team-building exercises that bring people with different perspectives together.

3. Commit to Employee Development and Growth

Employees value access to resources, training initiatives and experiences that facilitate growth. Up to 69% of employees say they’ll stay with a company longer if that business invests in their professional development.

Investing in mentorship opportunities, career development plans, and training strategies helps empower every employee to achieve their full potential. These initiatives help deepen relationships between team members and increase “buy-in” for the business.

Plus, developing and training your team members ensures your organization can stay competitive as the marketplace continues to evolve. Even giving team members access to short courses and classes online can make a huge difference.

4. Recognize and Reward Team Members

92% of millennials say recognition of their hard work and accomplishments is either important or very important to their satisfaction. Regularly recognizing team members for their work is crucial to cultivating long-term engagement and a positive culture.

There are various ways to show employee recognition, from bonuses for achieving specific goals to simply thanking employees for their work (especially if someone has gone above and beyond their role).

The key to successful employee recognition is finding out what motivates and engages each person on your team and then recognizing them in that way.

 5. Invest in Work-Life Balance

Research shows people who believe they have a good work/life balance work up to 21% harder than those who don’t. This increased effort comes from increased feelings of engagement with both the company they work with, and their role.

Investing in work-life balance can include everything from implementing remote work policies to offering flexible schedules. Encourage employees to take regular breaks and take advantage of paid time off.

Additionally, consider implementing wellness programs and resources that support good mental and physical health. This will reduce absenteeism and enhance workplace morale.

6. Introduce the Right Technology and Tools

The right workplace technology transforms employee experiences for the better. How? By eliminating frustrating and time-consuming tasks that hurt productivity.

 For example, upgrading tools with intuitive, user-friendly solutions removes frustrations. This prevents bottlenecks in key workstreams. With seamless systems aligned to exact team needs, people get more done with less hassle.

 Unlocking the Value of Employee Experience

Investing in excellent employee experiences isn’t just crucial to enhancing your employer brand and attracting critical talent. It’s vital to ensuring high levels of engagement, increased innovation, and reduced turnover.

With the help of a recruitment team, you can bring focus on employee experience into every aspect of your recruitment and retention journey, paving the way for business growth.

When your employees are happy and engaged, your business thrives. Implement the strategies above, and remember to collect regular feedback from employees.

Top Tips for Success

 

Your people are your greatest asset. Having a skilled and engaged workforce is how you accomplish team and company goals and dominate in business. But with major skill shortages, building an all-star team is more difficult than ever. You need a strategic plan to attract and retain top performers. 

Let’s delve into the secrets of creating a talent strategy that not only attracts but retains your VIPs.

 

What is Talent Planning?

In the quest for success, understanding talent planning is your first victory. It’s not just about hiring; it’s a roadmap to consistently recruit, develop, and keep a successful team. Think of it as assembling a dream team where you find the right people, train them for success, and make them want to stay. Research even shows that companies with a robust talent management plan are 6 times more likely to overcome performance hiccups.

 

The Importance of Talent Planning

In a world where organizations struggle to land top performers, having a talent plan is your secret weapon. By mapping out a long-range talent plan, you detect gaps in your team faster, giving you a competitive edge in the war for talent.

With the right strategy, you can:

• Overcome skill shortages: Skill shortages are increasing in every industry, with more than 77% of businesses struggling to find the candidates they need. An effective talent plan can help you find ways to source talent and help attract crucial candidates.
• Navigate economic uncertainty: Companies of all sizes struggle with economic issues in today’s uncertain landscape. An effective talent plan can help to ensure skill shortages and turnover don’t damage your chances of success. 
• Improve company culture: A good talent plan looks at more than just attracting candidates. It also helps you to retain and engage existing employees. This leads to better company culture, improved productivity, and reduced turnover

 

Building Your Comprehensive Talent Plan

Creating a comprehensive talent plan is a multi-step process. Though the approach can be complex, it’s essential to your company’s success. Over 60% of executives say talent planning is one of their top priorities.

Here’s how you can get started:

Step 1: Strategic Workforce Planning

The first step to talent planning is understanding what your business needs to succeed. Start by taking a closer look at your company’s strategic goals and future vision. What do you want to accomplish in the years ahead, and which skills will you need to source to achieve your goals?

Speaking to the managers of different business departments and asking them about their potential skill gaps can help you define which critical candidates to hire or develop. Succession planning can also be helpful here, ensuring you source talent to fill any gaps that occur when people move around or leave the team.

From here, you can create a hiring plan, breaking down the number of new hires you’ll need to fill current and future skills gaps and the support you’ll need to achieve your goals.

Step 2: Talent Acquisition

Next, you’ll need to attract and hire the right talent for your team. Don’t just focus on interacting with “active candidates” by listing job descriptions on recruitment sites. Remember, 70% of the global workforce comprises “passive” candidates.

Working with a recruitment agency will help you find and attract people who are open to new positions in exchange for better benefits and opportunities.

Step 3: Employee Development

An effective talent plan looks beyond attracting new candidates to your hiring pipeline. It also ensures you can make the most of the employees you already have. This is particularly crucial today, where around 46% of leaders say the skills gap is increasing in their organization.

Ongoing digital transformation is promoting a need for rapid and consistent employee development. Ensure you have the right resources to educate and empower your team members, giving them the new skills and abilities to thrive. You can do this by:

• Speaking to your team and ask them where they could benefit from additional training
• Asking and what kind of support they want
• Experiment with mentorship solutions
• Comprehensive training programs
• Career advancement opportunities.

 

Step 4: Enhance Your Employee Value Proposition (EVP)

To attract and retain talent in today’s landscape, you need something that sets you apart from other employers. Your “Employee Value Proposition” is crucial to capturing candidates’ attention and increasing engagement among existing employees.

Think carefully about the core elements of your EVP.

• Are you offering development and training initiatives to help prepare employees for advancement?
• Are your benefits packages robust, providing everything from flexible work to wellness initiatives?
• How do your compensation packages compare with those offered by other businesses in your industry?

 You can discover more opportunities to improve your EVP by reviewing feedback from your current employees and testimonials on job sites like Glassdoor.

Step 5: Working with Recruiting Partners

Perhaps the best way to improve your chances of a successful talent plan is to work with recruitment agencies with experience in your industry. These companies can use their expertise and experience in recruitment to give you an edge over the competition.

The right recruitment partner will help you to access a broader talent pool, thanks to their relationships with leaders in the industry. They can also help you streamline your hiring process, improve the candidate experience, and choose the right talent for your team.

An effective recruitment partner can even help position your EVP more effectively to the talented professionals you want to recruit.

Conclusion

In a world where a reactive approach is outdated, your business needs a comprehensive talent strategy to thrive. Don’t just play the recruitment game; master it. Unlock success with a talent plan that proactively addresses skill shortages and propels your business towards growth in the uncertain landscape of 2024.

Call The Black Diamond Agency today, at 919-813-2454, to partner on your journey to crafting a talent plan that ensures your organization not only survives but thrives in 2024. Your success story begins with the right team – let’s build it together

Updating your EVP

 

Remember the days of attracting talent with ping pong tables and free snacks? In today’s job market, that’s the equivalent of offering black-and-white TV in the break room. Employees crave more than just perks; they want purpose, growth, and a sense of belonging. That’s where your Employee Value Proposition (EVP) comes in.

Think of your EVP as your company’s love language. It’s how you tell potential recruits and current employees what makes working with you special. If your EVP hasn’t had a makeover in the last year or two, it might be sending out some seriously cringe-worthy vibes.

How do you know if your EVP needs a reboot?

• Ghosting candidates? A bland EVP doesn’t spark interest.
• High turnover? Employees who feel undervalued won’t stick around.
• Engagement flatlining? An outdated EVP fails to inspire.

A strong EVP is your ticket to talent magnet status. Here’s how to give yours a refresh:

• Highlight what makes you unique: Ditch the generic benefits and showcase what would entice someone to want to work for you. Do you champion remote work flexibility? Build a culture of inclusivity? Shout it from the rooftops!
• Focus on growth and development: Employees want to work for a company that will help them upskill and advance. Show them how you invest in their careers.
• Align with evolving values: Remote work, mental health support, and social responsibility are no longer optional; they’re expectations. Ensure your EVP speaks to these priorities.

Remember, your EVP isn’t just a document; it’s a living promise. Make it authentic, dynamic, and one that you stand behind with proven examples. And watch your new promise transform into a talent magnet that attracts the best and brightest.

 

 

Dealing with Workplace Bullying

 

Bullying is something no one should have to deal with…EVER! While we often associate bullying with childhood, the reality is that bullies can follow people throughout their entire lives, impacting the performance, and culture of workplaces.

While conflicts in the workplace are natural, there’s a difference between misunderstandings and consistent abuse.

Although it’s important for employees to stand up for themselves, and seek assistance when dealing with bullies, HR managers and business leaders also play a role.

Direct line managers, supervisors, and executives also need to implement strategies to ensure they’re creating a supportive, respectful company culture.

Here are some tips to overcoming bullying in the workplace.

Defining Workplace Bullying: Identifying the Signs

To overcome bullying in the workspace, business leaders and their employees first need to recognize the signs. Bullying can appear in a range of forms, from name calling, to the deliberate isolation of specific employees by other individuals or groups.

The Workplace Bullying Institute (WBI) gives the concept a clear definition. It says bullying is any repeated, harmful mistreatment of one or more people by one or more perpetrators.

Workplace bullying can happen both offline and online, particularly in today’s world of hybrid and remote work. It can also include:

• Name calling or abusive language
• Ignoring, isolating, or excluding team members
• Belittling or making fun of an employee
• Scapegoating or blaming other employees for issues
• Manipulation or coercion
• Spreading rumors about an employee
• Aggressive or violent behavior

Even business leaders can be perpetrators of bullying, when they set their employees up to fail, disregard them, or overwhelm them with menial tasks.

Workplace bullying is extremely common, with 30% of Americans saying they experience this issue. Unfortunately, the side effects can be disastrous for both businesses and individuals alike. Consistent bullying can cause stress, ill health, and burnout for employees.

It also harms team productivity, and increases a company’s chance of talent turnover, leading to significant skill gaps and problems with long-term performance.

Handling Workplace Bullying: Global Factors

Workplace bullying is an issue that arises all over the world. While the negative impact it has on businesses and employees is consistent wherever you are, the solutions companies and team members can use to deal with bullying vary depending on location.

In the US, workplace bullying is addressed through various channels, including legal recourse. While there are no specific federal laws against bullying, many US companies still adopt anti-bullying policies to create a safe and inclusive workspace.

Additionally, the US Equal Employment Opportunity Commission shares guidelines team leaders can use to address workplace harassment and bullying.

The UK and Australian governments have both implemented anti-bullying legislation, such as the Equality Act in the UK, and the Fair Work Act in Australia. In these regions, organizations are encouraged to implement comprehensive anti-bullying policies, outlining unacceptable behaviors, reporting procedures, and consequences for perpetrators.

Employees are also encouraged to deliver training and awareness programs, to educate employees about the effects of workplace bullying and how to recognize it.

 

Effective Strategies for Handling Workplace Bullying

Though there are different regulations and legal solutions in place for workplace bullying depending on where you are in the world, business leaders can still experiment with a range of universally effective strategies for mitigation, no matter their location.

Some of the best ways to combat workplace bullying include:

1. Establish and Share Clear Policies

First, it’s important to develop and communicate clear anti-bullying policies for the entire workforce. These policies should outline examples of unacceptable behaviors, as well as the potential consequences for perpetrators.

Ensure team members understand which reporting mechanisms are in place to ensure they can seek out assistance if they feel harassed by another team member. All employees should have access to accessible, confidential reporting mechanisms, to help them seek out help without fear.

2. Promote a Respectful, Inclusive Culture

Today’s most innovative companies are already investing in Diversity, Equity, and Inclusion initiatives, designed to create equality and respect between team members. This is important at a time when 76% of job seekers and employees believe DEI initiatives are crucial.

Promoting a culture of respect and inclusion in the workplace helps to minimize the risk of bullying. Team members should be encouraged to embrace the diverse characteristics of their coworkers, and be reminded that harassing behavior will not be tolerated. Leaders should set examples, by consistently treating team members with dignity.

3. Invest in Training and Education

Investing in educational programs in the workspace isn’t just crucial to give employees access to new technical skills or improve workplace engagement. It can also be a valuable way to promote bonds between team members, and hone soft skills.

Consider investing in educational resources that focus on teaching valuable communication, collaboration, and cooperation skills. Provide team members with educational resources to help them understand the effects of bullying, and what they can do to recognize, address, and even prevent the issue.

4. Respond to Reports Correctly

Simply ensuring employees in the workplace can report instances of bullying isn’t enough. Companies also need to be willing to act rapidly when an employee is facing harassment. All reports issued by team members should be investigated thoroughly, promptly, and impartially.

The consequences for perpetrators should be significant, but also consistent and fair, based on the nature of the situation. Additionally, business leaders should ensure support is available to victims following the event. This could include offering counselling, mediation, or coaching sessions.

5. Stay Vigilant

Unfortunately, even as business leaders continue to invest in initiatives to make their companies more welcoming and supportive to employees, bullying is still an issue. In today’s world of hybrid and remote work, it can be even harder to spot problems, particularly when harassment happens online, or through video meetings.

To stay on top of the problem, managers and business leaders need to be vigilant about monitoring the workplace environment. Pay attention to the behaviors of employees, investigate instances of severe stress and burnout, and constantly promote team bonding.

Workplace bullying is unfortunately a global, persistent issue, that requires attention from both employees, and business leaders. Addressing instances of bullying effectively isn’t just the key to creating a more attractive company culture.

It’s also important to ensuring employees can feel engaged and productive at work, and helps to reduce the risk of talent turnover. The right initiatives can even help to make your business more appealing to active and passive job seekers.

What Really Drives People to Change Jobs

 

Despite an uncertain economy, employees are happy to abandon their roles if it means embracing a better work experience. According to a Gallop workplace survey over 96% of workers are looking for a new job.

In a skill-short landscape, where it’s becoming increasingly difficult to find talent for your team, knowing how to boost your chances of retaining staff is crucial.

The first step to fixing high levels of talent turnover is understanding why employees choose to leave their roles in the first place. Today, we’re going to look at the 11 most common reasons employees search for a new role – and what you can do about it.

1. Lack of Career Growth Opportunities

Every employee, no matter their industry, wants to see opportunities for growth in their career. This could mean everything from chances to move into higher-paying roles, to opportunities to take on more responsibilities at work. Unfortunately, only 48% of employees in 2023 said they felt a path for advancement was available with their current employer.

Creating clear and realistic succession plans to show employees there’s room to develop in your organization is the best way to help them visualize a future with your company.

2. Inadequate Compensation and Benefits

Today’s employees want and expect to be paid what they’re worth. Many employees know they can increase their income even higher than the rate of inflation too.

This means if you’re not paying team members what they’re worth, or enhancing the deal with the right benefits, such as remote or flexible working and paid time off, they’re likely to look elsewhere. Make sure you regularly assess the hiring landscape to determine a fair compensation package for your teams.

3. Unhealthy Work-Life Balance

Poor work-life balance has grown increasingly common since the pandemic. Remote and hybrid work is making it harder for employees to distinguish between their professional and personal worlds. However, people are also less willing than ever to deal with a consistently poor work-life balance for long.

To minimize turnover and prevent burnout, employers and business leaders need to encourage team members to care for themselves, take time off, and disconnect from the workplace whenever necessary.

4. Toxic Workplace Culture

A problematic workplace culture doesn’t only dissuade employees from joining your team, it can also prompt existing team members to search for new roles, or even disengage from their work. One study found that employees who feel excluded at work are at a 50% higher risk of turnover.

Focus on building an inclusive, respectful, and collaborative culture, where harassment, discrimination, and unfair treatment are effectively addressed and eliminated.

5. Limited Learning and Development

Most employees want to progress in their roles They also want to ensure they have chances to develop new skills and abilities. Approx. 94% of employees say they would stay with a business longer if it offered developmental opportunities.

Investing in learning and development programs for your employees is an excellent way to increase engagement and reduce turnover. What’s more, it ensures you can upskill staff members with the skills they need to thrive in the changing environment.

6. Poor Management and Leadership

Excellent leadership has long played a key role in employee retention. Employees often seek out new positions when they feel they aren’t getting the right managerial support. In fact, one Gallup study found 75% of workers voluntarily leave their roles do so because of a poor manager.

Learning which leadership and management styles work for your employees, and teaching your leaders how to implement them can help to minimize turnover.

7. Lack of Appreciation and Recognition

Every employee wants to feel appreciated. If you’re not recognizing your team members for the work they do regularly, then they’re likely to search for a new role. One report found that employees who only receive recognition a few times a year are 39% more likely to leave within the next twelve months.

Implement a comprehensive recognition strategy that encourages business leaders to share feedback and insights with team members on a regular basis. Even a simple “thank you” for a job well done message from a team leader can work wonders.

8. Disconnection from Company Values

In today’s world, employees are looking for more meaning from their jobs. They want to feel as though they’re having a positive impact on their industry, and they’re keen to work with companies that share their values. In fact, 87% of millennials in 2023 said they would leave a job to look for an employer that has the same values.

Ensuring you understand the values your employees hold, and making it easy for them to understand the mission and vision of your business is crucial to talent retention.

9. Limited Job Security

Studies show employees around the world are facing a job security crisis. Though the right talent remains crucial to the performance of any company, economic uncertainties are making job cuts more common. This leads to stress and burnout for staff.

While it might be impossible to guarantee long-term employment for your staff members, being transparent about layoffs, downsizing and continuity options is crucial.

10. Burnout

Burnout is still on the rise, with around 43% of the workforce now suffering with common symptoms. Not only does burnout harm productivity and performance in the workplace, but it also makes employees 3.4 times more likely to leave their role.

Business leaders need to pay attention to the signs and symptoms of burnout, and ensure they’re taking measures to overcome the problem whenever possible. This could mean offering therapy, guidance, and support for mental and physical wellbeing.

While it’s impossible to guarantee your staff will never leave your business in search of better perks or benefits, understanding the reasons employees leave is a good first step. When you know what prompts turnover in your company, you can take measures to avoid it.

 

As we are now living in a world that has been changed by the pandemic, your employee retention strategy must be better than ever.

A pre-pandemic Retention Report by the Work Institute (2019) found that “one in three workers would voluntarily leave their job by 2023”. And this has only increased due to significant shifts in the market due to Covid-19.

The effects of the pandemic are going to be felt in organizations for years to come, and so employee retention needs to be a key focus in order to ensure you are keeping your team engaged and satisfied in their roles.

Hiring for replacement team members is not something any company wants to be doing right now, and so an excellent employee retention strategy is essential.

The following 6 strategies will help.

1. Discover Who You’re Overlooking

To ensure you are providing excellent leadership for your entire team and making them feel valued, first, it is essential that you find out if you are overlooking anyone in your team.

Teams will naturally include individuals with a variety of skills, experience and personality types.

But in most teams, there will also be team members who shine brighter than others – extroverts tend to get noticed more than introverts, some team members are more likely to speak up if they have a problem whereas others will try to work through challenges on their own.

As a leader, it is essential that everyone is getting the right amount of support that they need and that you are not overlooking anyone.

Leaders will naturally look to middle managers and other higher-profile employees, but to be a great leader, you must ensure the highest level of employee retention – remember that each and every team member must feel valued and supported.

2. Create Unlimited Opportunities for Growth

According to this LinkedIn Workforce Learning Report, 93% of employees would stay longer with their employer if they invested more in developing their careers.

Many employers will get to the point where they have a great team in place and think that their job is ‘done’.

But continual training and development is a key part of every employee retention strategy, and we find that talented candidates who look for new roles often cite a desire to develop themselves and their career further as a reason for leaving.

No-one wants to be stuck in a role where they feel as though progression is an unlikely possibility. So, invest in robust training and development for your team – it can be anything from personal development training to allowing them time to learn new skills.

3. Demonstrate Excellent Values and Ethics

The most desirable employees are looking for employers with meaningful values and ethics. And this has been accelerated by the pandemic. We are all thinking much more about what is really important to us, and working for a company they believe in is high on every employee’s list of priorities.

Employees are more empowered than ever, with social media and online review culture creating an environment where the need to be honest and transparent is more crucial than ever. How active is your company at demonstrating your values and ethics? Do you champion diversity and inclusion? Are you financially transparent?

Fail to demonstrate excellent values, and you risk losing your employees to a more ethical company.

4. Give Employees a Purpose

It is not enough to give employees a fair remuneration package – employees are increasingly looking for a greater sense of purpose in their work.

The best way to find out if your employees feel a sense of meaning and purpose in their work is to talk to them. Ask them what is important to them in their roles and make any alterations you can to help them feel a greater sense of purpose. This could involve introducing tools to make their jobs easier, and thus, more valued, or working together to identify stretch assignments or projects they can work on to continue growing in their career.

Also, create a mission statement which helps employees to understand how their work positively impacts the world.

5. Enhance Your Employer Brand

Your employer brand is the thread that links employees to the organization – all employees want to work for a company which they feel aligned to.

Look closely at what your competitors are doing – if you slip in terms of promoting and maintaining an excellent employer brand, this gives employees the opportunity to look elsewhere and to be tempted to leave to work for a brand with a better reputation and culture.

Your digital footprint is key in creating a strong employer brand which your employees will feel proud to be a part of. Think about what you post and how often. Employees like to see that their employer is actively engaged in current topics, is invested in the wellbeing of the team and is a transparent and communicative employer.

Get your employees involved in team strengthening events, use your social media to champion your current employees – celebrate birthdays, life events and little wins within the organization.

And finally, let’s look at how a great recruitment strategy is always essential when it comes to employee retention.

6. Get Your Recruitment Strategy Right

Employee retention all starts with your recruitment process. When you start your employees off on the right foot with an excellent recruitment and onboarding process, this sets the tone for a mutually beneficial employer-employee relationship.

Studies reveal that the better the onboarding process, the lower the turnover.

A shocking 20% of employee turnover happens within the first 45 days, and this is mostly due to a poor onboarding process.

Onboarding is part of the recruitment process, and yet many employers believe that recruitment stops the moment the candidate accepts the job offer. Invest in your recruitment and onboarding process, and you will start to see a higher rate of employee retention.

Finally

A certain amount of staff turnover is unavoidable. But follow the steps in this guide to improve unnecessary employee turnover in your organization.

It’s never easy to lose a great employee, but when you work with a specialized recruiter, they can help you create the right recruitment and onboarding process to ensure your retention rates remain high, increasing employee engagement and lowering your overall costs of recruitment.

To find out how we can help you find your next talented team member, get in touch with us at 919-813-2454 or email us at Info@TheBlackDiamondAgency.com.