Retaining The Best Employees is a Strategy
Retaining the Best Employees is a Strategy, Not a One-time Event.
You have worked so hard to hire and train the best people you can. It is especially important to build the kind of processes now that can endure into the future.
You can’t afford to lose the time, energy and effort you have invested, only to see it all disappear.
Retention of your best employees will undoubtedly allow your business to thrive.
Paying attention to this will allow your business and the people you employ to S.O.A.R. ©
Focus on Improving the Productivity of Your People.
Select the right people for the job: How is it done? Effective job descriptions; an organized recruiting center; media ad generator; applicant processing system; scorable pre-qualifying questions; candidates ranked by your criteria; behavioral assessments and skill testing; structured interviewing; background checks; legal hiring process; a completely easy staffing solution.
Orient them to the position: How is it done? Orientation and onboarding; training and development; Worker Training Learning Checklists to teach people exactly what to do.
Assimilate each person into your team: How is it done? Team building; performance and development management; customer service; talent management; compensation design.
Retain the best: How is it done? Business and strategic planning; executive coaching; communication programs; recognition; employee and customer surveys; organization structure; succession planning; generating accountability and results throughout the organization.
Do you have an annual performance discussion and review with each of your employees to determine their past results and future objectives? Do you have a plan to review the performance of your new employees and set them on the right path?
Does your leadership know how to properly build a team that functions at peak productivity?
What are your current customers’ perspectives? What do they expect of you? What could you do to improve customer service? Are you surveying your customers to determine what they think?
Talent Management; Ongoing Employee Training and Development; Seminars
What is the learning plan for each employee based on his/her strengths and development needs? Do you conduct sexual harassment training and other legal compliance training for your employees? Are your employees really aware of what they need to know and how they should perform?
Have you constructed a business plan for the future of your business? Short-term? Mid-term? Long-term?
How are you consistently communicating with your employees? What is working now? What needs to change?
Employee Engagement Surveys
Do you know to what degree your employees are engaged in your business and satisfied with their employment? Do you measure their satisfaction with you each year?
Award and Recognition Programs
How do you appreciate, thank, recognize and reward your employees for a job well done?
Employee Relations and Discipline
What are your current practices when things are not going well with an employee? What are your disciplinary procedures? How do you get them back on the right track? How do you manage employee complaints and issues?
Leadership and Management Development
Do you have an effective plan for building the leadership skills and knowledge for you and your management team?
Do you have a plan to replace your key people in case they are no longer working for the organization? In case of retirement or death? Do you have a plan for you?
Organizational Structure Review
Do you have an appropriate reporting structure to manage your future growth? Do you have a contingency plan so that your organization will continue even after some of your key people leave?
Proceed with Paperwork and Onboarding
Now that you have completed the hiring process using the TalentValue SELECT system, you should conduct a thorough orientation and onboarding process. This is the first step in the retention process. One of the main reasons why people leave companies is that they were never trained properly in the first place.
Starting a new job is very stressful for a person. All the new employee has is questions:
- Will I like the work?
- Will I like the company?
- Will I like my boss?
- Will my co-workers accept me? Will I like them?
- Will I be successful mannapotheke.de?
- Will my work be appreciated?
- Do I have all the knowledge and skills I’ll need?
- Have I found a new home?
- What will happen if I make a mistake?
- Will I be able to grow here?
Of course, as the employer, you want to get the new employee up to speed as quickly and effectively as possible. After all, the reason you hired the person is that you have work that needs to be done…the sooner the better.
Most turnover takes place within the first year of a person’s employment. Research has shown the two major reasons for such turnover are:
The work is not what the person expected it to be and;
The person does not feel accepted by his/her co-workers
The purpose of Orientation and Assimilation is to begin to meet the above needs of both the new employee and the employer. When it is completed, you want the employee to be answering these questions in the affirmative, and you want the employee to be performing effectively and contributing to the success of your company as fully as possible.
Four Levels of Onboarding
Compliance: Basic legal and policy related rules and regulations
Clarification: Understanding their job and expectations
Culture: Discuss a sense of organizational norms – both formal and informal
Connection: Discuss key relationships and information networks
Onboarding and Orientation should include these elements:
- I-9 must be filed within 3 days of hire date or EEO penalties may apply
- E-Verify in states where it is required
- W-2 Federal & W-4 State forms
- Payroll parameters entered
- Company benefits explained
- Conduct Orientation of Company Rules and Handbook
Train and introduce the new hire to the requirements of the job using their job-specific Learning Checklist and appropriate Worker Training Programs.
To create a plan that improves the productivity of your people, talk to a TalentValue Advisor. Let’s Start a Conversation!