Your sourcing, selection and hiring policies may be close to perfect, and you may have no trouble attracting the most talented candidates on the market. But if you struggle to hold onto these candidates for more than three years, your staffing program can still use some work. And if you have trouble keeping these candidates for more than one year, you may have a serious problem. For many professional positions, especially at the entry level, the cost of replacing a candidate often meets or exceeds the annual salary for the position. And if you factor training costs into the equation, you’ll be paying to train and education this candidate as a free service to the next company that hires him or her. So don’t let this happen. Keep your retention program strong by keeping these tips in mind.

Keep your ears open.

Employees who complain are not an annoyance; they’re a gift. The squeaky wheel who clamors for better technology, a nicer break room, a more lenient connectivity policy or better parking isn’t a whiny jerk or a bad team player (most of the time). He or she simply has the courage or audacity to say what everyone else is thinking. So listen. If your employees need better treatment, better resources, or a safer, cleaner work space, you may not know this until someone speaks up.

Show that you care (even if you can’t follow through).

If your employees are frustrated because their annual increases aren’t as high this year as they have been in the past, there may be nothing you can do about this. Your budget may be tight, and even if you want to give them the moon, sometimes you just can’t spread your resources that thin. But don’t slam the door in their faces. Let them know you’ve heard them, you understand what they’re saying, and you care. Bring them into the loop and explain the reasoning behind the company decisions that make them upset (and might drive them out the door).

Know why your employees are quitting.

Don’t let a departing candidate walk out the door without finding out why. Schedule a frank, honest, non-threatening and non-judgmental exit interview. Make it clear that you welcome and appreciate negative feedback, and when you get that feedback, analyze and apply it to your workplace immediately.

Shape your culture.

Don’t let your culture take shape organically. If your workplace is simply following its natural course, and this natural course is turning the environment into a toxic well of strife, discord, backstabbing, and general disrespect, take control. If you want more collaboration, teamwork, trust, and productivity, reward behaviors that encourage these things. Start by making sure your managers are setting the right example.

For more on how to keep your workplace positive and thriving, contact the experienced staffing team at Expert Staffing.



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