Tag: employee retention

Staffing Management Plan to Manage and Keep Resources Utilized

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image_15When it comes to operating a successful business, time is an invaluable resource. When shifts are overstaffed or understaffed, this can lead to wasted resources and decreased productivity. Creating a well-crafted staffing management plan is an excellent strategy for the recruitment and retention of quality employees. The following questions are designed to get you started with developing a staffing management plan for your business.

What is a staffing management plan?

A staffing management plan is a special document that allows HR staff to track and allocate the resources required to meet productivity goals. This enables businesses to recruit for specific positions at a time that is most advantageous to them. Additionally, the plan can help strengthen employee retention rates.

How can a staffing management plan help my business?

The main benefit of a staffing management plan is that it puts your business in control of its resources. When shifts are overstaffed, it costs valuable time and money that could be spent elsewhere. Similarly, when shifts are understaffed, this may negatively affect productivity and reduce the level of service customers are able to receive. From anticipating training requirements to estimating start and end dates for upcoming projects, a staffing management plan is a great tool for increasing the efficiency of any business.

What steps should I take to develop a staffing management plan?

The first step towards creating a solid staffing management plan is to consult a professional. Recruiting and staffing firms specialize in anticipating the needs of businesses and helping meet those demands. For this reason, these professionals are highly qualified to help your business develop a staffing management plan that is tailored to suit its specific needs. After going over details such as budget and timing needs, a recruiting or staffing expert can help develop a plan that will have your business running on schedule and more efficiently than ever before.

No matter what industry you are in, you have enough things to worry about. A staffing management plan is a quick and easy way to ensure that resources are being properly allocated.

Unified Communications Approach to Recruit and Retain Staff

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As leaders in the recruiting industry, we have seen firsthand how technology has forever changed the recruiting field. In a world where texting and social media rule, many businesses have struggled to redesign their recruiting and retention strategies to reach an increasingly tech-savvy audience. This is why the unified communications approach to recruit and retain staff has emerged.

What is the “unified communications” approach?

To put it simply, the unified communications approach involves re-conceptualizing the way businesses interact with their employees. This method seeks to break down communication barriers between businesses and their employees using non-traditional means of correspondence.

Incorporating the unified communications approach into your business may make it more attractive to current and potential employees. In fact, a recent report by Forbes magazine revealed that continuous communication is one of the top non-monetary ways to increase employee satisfaction[1].

Here are some creative ways to implement a unified communications approach to recruit and retain employees:

Recruiting

It is no secret that the onboarding process can be stressful and costly for everyone involved. Here are some unified communications methods that may help:

  • Video interviews: From Skype chats to WebEx conferences, video interviews are now easier than ever. Not only is this a cost-effective pre-screening technique, but it can also be much more convenient for applicants and HR staff.
  • Social networking: Sites like LinkedIn can also be great tools for recruiters. In addition to being able to communicate directly with applicants through a company profile, recruiters are also able to gain some insight into an applicant’s background through a personal profile and endorsements.

Retention

Once employees are hired on, keeping them satisfied with their jobs is key to maintaining high retention rates. Here are some unified communications tools that can assist with this:

  • Unified messaging systems: Unified messaging systems allow businesses to streamline messaging programs like voicemail, email, SMS messaging and even faxes. Bringing these tools into your business can improve company-wide communication and job satisfaction.
  • Collaborative technology: Programs like Dropbox and instant messaging software can be great for collaborative projects. Dropbox allows multiple employees to simultaneously contribute to a project. Likewise, chat software can allow employees to communicate quickly and effectively from various locations.

A unified communications approach is all about breaking down communication barriers. If your business is having difficulty implementing its own unified communications program, consider enlisting the help of a recruiting firm. With years of experience in the recruiting industry, a firm can help you develop a unified communications strategy that meets the unique needs of your business.

[1] http://www.forbes.com/sites/joefolkman/2013/11/27/seven-ways-to-increase-employee-satisfaction-without-giving-a-raise/

Hiring the 3 Generations in Today’s Workplace: Baby Boomers, Gen X & Y

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From the outside, it may appear that the three generations that are now so vital in the modern workforce — Baby Boomers, Generation X and Generation Y — could not be more different. However, the reality is that they are, in many ways, the perfect complements to one another. Hiring a diverse workforce is only going to make your business stronger, as long as you know how to manage your workers.

1. Identify Employee Strengths

The first step to creating a harmonious workplace is to identify the strengths and weaknesses of each generation. For instance, Baby Boomers tend to have far more experience than their younger counterparts, so they may know how to tackle various tasks without much direction, whereas a Generation Y employee may need far more oversight and instruction. However, the younger workers tend to be far better with technology, whereas the older workers are going to struggle to understand the newest devices, software programs and apps. Rather than dwelling on the weaknesses, identify the strengths and give each worker a task that fits what he or she does best.

2. Create Teams that Span the Gap

When creating teams of employees, make sure that workers from all generations are included. This way, they can share insights and outlooks that may otherwise have been missed. The Baby Boomers can share their knowledge and wisdom from years on the job, while the younger workers can bring their intricate knowledge of modern updates and technological advances. Both are equally valuable.

3. Understand What Drives Each Employee

To get the most out of an employee, you have to motivate them. Different generations are going to have different motivations. Older workers tend to be motivated by things like being given the freedom to make decisions based on an appreciation for their skills; young workers may thrive off of positive reinforcement so that they know they are getting the hang of a relatively new job.

As you can see, each group is unique and beneficial to your company in one way or another. With careful managing, you can get the most out of each employee and set your company up for success.

How to Delegate Work Appropriately for Top Results

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In leadership positions, success most often comes not from individual results but from the ability to delegate work appropriately to subordinates. Despite this, John Hunt, a leading London business school professor, is quoted in Forbes as saying that, “Only 30 percent of managers think they can delegate well, and of those, only one in three is considered a good delegator by his or her subordinates.[1]” Here are some top tips for delegating work more appropriately in business:

Teach – and Delegate – Repetitive Tasks

Repetitive tasks, or ones that need to be completed over and over again in the same way, are the ideal job to delegate. Have a subordinate or peer work with you carefully in order to understand the process, and then let them take the reins subsequently.

Stop Micromanaging

The Fast Track by Intuit says that, “Delegating but then continuing to control responsibility and authority is micromanaging.[2]” If you are watching every step of the process, you won’t truly be delegating, and you will be so invested in the job that you can’t focus your energy on more important tasks. While the best managers will be liable and take responsibility for these delegated tasks, you should provide others with the independence to follow your instructions however they see fit.

Provide Complete and Detailed Instructions

All too often, superiors provide incomplete instructions when delegating tasks, and then they are not happy with the final result. It is far more effective and efficient to spend a little more time upfront creating clear and detailed instructions. As Inc.com reminds, “Make sure your employee has all the information needed to complete the job.[3]” Then, those carrying out the tasks can refer to your instructions rather than coming back to you for pointers or confirmation.

James Cash Penney, the man who founded the J.C.Penney chain, is famously quoted as saying that, “The surest way for an executive to kill himself is to refuse to learn how, and when, and to whom to delegate work.[4]” That sentiment rings true today, but these tips can help a manager delegate more effectively in the workplace.

[1] http://www.forbes.com/sites/martinzwilling/2013/10/02/how-to-delegate-more-effectively-in-your-business/

[2] http://quickbase.intuit.com/blog/2013/03/28/how-to-delegate-work-effectively/

[3] http://www.inc.com/harvey-mackay/6-keys-effective-delegation.html

[4] http://harveymackay.com/column/when-you-delegate-you-elevate/

How to Diffuse Conflicts in the Workplace Before They Begin

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In any workplace, tension is a big concern for managers. According to an article in the Houston Chronicle, “Managers spend about 25 percent of their time resolving conflicts[1].” Employees will work better when there is a tension-free environment, but achieving that may be a struggle. These methods are effective for diffusing conflicts between employees, co-workers and managers before they even begin.

Eliminate Individual Stress Through Workplace Flexibility

When individual employees feel stressed, they may be more likely to create conflicts with others or feel vulnerable to the remarks of others. While personal stress is often beyond the scope of a manager, there are ways that flexibility in the workplace can significantly reduce stress. Flexible schedules and the option to telecommute, for example, can mean that parents don’t have to come in when their children are sick, and they won’t have to rush into work after oversleeping for fear of being reprimanded.

Give Credit When and Where It’s Due

According to Steve Dinkin, president of the National Conflict Resolution Center, “The most common workplace conflicts stem from someone taking credit for another person’s work[2].” In order to ensure this can’t happen, clearly investigate who is responsible for successful action, and then reward these individuals appropriately.

Encourage Employees to Find Common Ground

When the relationship between managers and employees or between co-workers is shaky, there is a greater chance for resentment to build and tension to present itself. Dr. David G. Javitch, writing for Entrepreneur, remarks that common ground can, “…become the foundation that enables you to bridge the gap that separates the parties involved.[3]” Common ground can be established through monthly group lunches, a collaborative work environment or any situation where individuals are brought together without a distinct work-related purpose.

Reward Open Dialogue With HR Staff or Managers

Finally, it is important for employees to feel encouraged to bring their concerns to human resources before they become significant. Rather than dismissing minor complaints, embrace this open dialogue and address the issues immediately.

These tips are all key ways that managers and supervisors can help to diffuse conflicts in the workplace before they ever even begin.

[1] http://smallbusiness.chron.com/techniques-diffuse-conflict-within-workplace-22007.html

[2] http://www.cio.com/article/688365/Workplace_Conflict_How_to_Diffuse_Battles_with_Co_Workers

[3] http://www.entrepreneur.com/article/207680

The Four Main Reasons that Employees Leave

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One of the biggest struggles for businesses of any size is employee retention. The cost of recruiting and hiring new applicants can be expensive, so retaining the best employees on staff is important. According to the Bureau of Labor Statistics, employee tenure is at an average of 4.6 years, which is down from decades past[1]. Human resources should aim to identify the four main reasons that employees leave and address these issues in their own business.

1. The Job Wasn’t What They Expected

One of the biggest reasons that employees leave their positions after a short period of time is because their expectations of the job didn’t match up with the reality. The Center for Association Leadership remarks that, “More than six in 10 turnovers begin with some kind of post-hire shock.[2]” To combat this, hiring managers should be very straightforward about the concerns of applicants and clearly communicate the job description before hiring is confirmed.

2. There Aren’t Opportunities for Advancement

Another common reason that employees leave their current place of work is because they don’t feel like there is sufficient opportunity to advance. If they have been in the same position for years without even the possibility of a promotion, they may start looking elsewhere for a career upgrade.

3. They Feel Their Work Isn’t Meaningful

A Gallup survey quoted in Forbes remarks that, “The best workplaces give their employees a sense of purpose, help them feel they belong and enable them to make a difference.[3]” Without this, employees may think that their work isn’t meaningful, and they may not feel fulfilled at the end of the workday.

4. The Workplace Doesn’t Offer Fringe Benefits

Finally, many employees leave not simply because salaries are higher elsewhere but because they aren’t currently getting the fringe benefits they desire. These might include flexible hours, overtime pay, sick leave or the option of telecommuting.

By addressing these four main reasons that employees leave, companies can retain their best staff for longer and save money by recruiting, interviewing and hiring new employees less often.

[1] http://www.bls.gov/news.release/tenure.nr0.htm

[2] http://www.asaecenter.org/Resources/EUArticle.cfm?ItemNumber=11514

[3] http://www.forbes.com/sites/louisefron/2013/06/24/six-reasons-your-best-employees-quit-you/

5 Tips for Creating a Positive Working Atmosphere That Increases Productivity

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The most productive employees are often such an asset to their employers because they are allowed to thrive in a positive and motivating environment. To increase productivity in any workplace, these five tips can create a more motivating and uplifting office for staff:

1. Forget Intimidation Tactics

In the short term, intimidation might get an employee to complete a project on time or work hard to please a client. In the long-term, however, that intimidation could backfire. According to Forbes, “Employees who feel satisfied, valued and happy at work typically do far better than those who feel disgruntled or overlooked.[1]”

2. Allowance For a Work-Life Balance

Some managers think that setting strict office hours boosts productivity, but some experts argue with that line of thinking. Michael Poh, contributor at Hongkiat.com, believes that a flexible schedule and better work-life balance allows employees to focus completely on their tasks at the office.[2]

3. Embrace Comfort

A depressing, dark and ordinary office may be best for the budget, but it can limit the creativity and productivity of employees. Smart Business Trends suggests that companies allow their employees the freedom to create a warm space all their own, and they acknowledge that factors ranging from adequate light to a comfortable temperature all play a role in creating a more productive workplace[3]. The aim should be to, “Create a pleasant work area for each employee, and give them their own space.”

4. Take Advantage of Technology

Although social media websites might be the bane of many managers trying to keep employees on track, technology still has an integral place in a productive office. Tablet computers to take notes or switching to emailed agendas rather than physically copies are all ways to cut down on wasted time. Chris Johnson, contributor at the The Houston Chronicle said that, “Encourage your employees to make use of technology, whenever possible, to save time.[4]”

5. Offer Confidence

Perhaps one of the most significant ways that a company can enjoy more a productive atmosphere is by having managers and bosses that are confident about the success of their employees. One way to do this, according to expert Andrew Jensen, is to, “Show that you trust your employees to make the right decisions for the overall well-being of the company.[5]”

Increasing productivity should be a constant goal for businesses of any size. These tips can help create a positive and motivating environment that is perfect for inspiring productivity in staff.

[1] http://www.forbes.com/sites/womensmedia/2012/08/08/5-quick-ways-you-can-bring-positive-psychology-to-your-workplace-without-earning-a-degree/

[2] http://www.hongkiat.com/blog/positive-working-environment/

[3] http://smartbusinesstrends.com/tips-creating-healthy-efficient-positive-work-environment/

[4] http://smallbusiness.chron.com/tips-improve-productivity-2222.html

[5] http://www.andrewjensen.net/5-ways-to-create-a-motivating-work-environment/

Key Factors That Can Change a Workplace Environment Forever

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Managing a workplace environment is an extremely important function for leaders to undertake. The ability of a workforce to function together productively and in harmony is contingent upon several variables being in place. These key factors can make the difference between a well-functioning workplace and one that does not achieve its business objectives. The factors include a clear-cut chain of command that provides understandable objectives and expectations, the timely availability of necessary resources, and an environment that empowers employees and ensures equitable treatment.

One of the most important imperatives for a well-run workplace is having an understandable chain of command. Environments where there is confusion over areas of responsibility and reporting can easily become chaotic and devolve into ill-performing or non-productive business units. It’s the responsibility of the various levels in the chain of command to not only provide their employees with reasonable objectives but also to be a champion for their employees. An employee who has the support of their supervisors is far more likely to perform at or above expectations. This success also hinges on the quality of communication between various levels of management and frontline employees.

Another key factor that can change the tenor of a workplace is the availability of resources. The complexity of this factor ranges far beyond simple physical resources and includes having the necessary information to act upon, having adequate training to approach both day-to-day and sporadic situations, and having access to other employees or departments as necessary to complete objectives. Organizations that reexamine common and frequent work processes through evaluative and corrective measures, including applying Six Sigma or Lean methodologies, often find that the addition of previously unavailable resources can turn non-productive or even failing business environments around.

A final key factor that can ensure a permanent positive shift in a workplace is the empowerment of employees at all levels. While some work processes require impacted employees to take the same steps repetitively and without variance, there are often areas in which frontline input can not only improve the outcome but also raise employee morale through engagement at the same time. An engaged employee is an exceptional employee. By ensuring engagement opportunities, resource availability and a well-designed chain of command, a company can ensure that business objectives are consistently met while attracting and retaining high-level talent.

Keeping Employees on the Job for at Least 5 Years

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According to the Bureau of Labor Statistics’ Employee Tenure Summary, the average new employee stays on their job for 4.6 years – that’s an increase from 4.2 years in 2010[i]. The trend is rising partially due to the high unemployment rate.

With that statistic in mind, how do you keep an employee on the job for five years? Forbes reports in their article, ″Job Hopping is the ‘New Normal’ for Millennials: Three Ways to Prevent a Human Resource Nightmare”, that employees who leave their jobs after one to two years are costly: losing an employee after a year means wasting precious time and resources on training & development[ii].The return on investment isn’t there, and you may be a victim of “job hopping.” If you want to keep a new employee on the job for five years or more, you’ve got to keep them happy. Here’s a few ways to do this:

First, employees should learn at least one new business skill yearly to make them more valuable to your company. Find out what they would like to do and try to help them attain that aspiration. Give them training or hands-on experience and let them learn something new.

Secondly, give them more responsibilities but don’t overwhelm them. A sense of responsibility may make them feel more valuable to your company.

Consider employees for lateral movement internally or promotions. Ask managers to take a look at their employees and move one or two internally each year. As employees learn new skills and responsibilities, they may feel excited, almost like they are starting a new job over again. This keeps them from becoming stagnant or feeling burned out.

Keep their training up-to-date. As new processes, systems or trends become available, show employees what’s new with appropriate training.

The bottom line is that today’s employees don’t feel as loyal to a company as their parents did. Businesses have drifted away from employees and are, therefore, not giving them the attention they need to feel committed to the company. By giving employees internal benefits to grow individually and with the company, you may find more employees staying rather than leaving.

[i] http://www.bls.gov/news.release/tenure.nr0.htm

[ii] http://www.forbes.com/sites/jeannemeister/2012/08/14/job-hopping-is-the-new-normal-for-millennials-three-ways-to-prevent-a-human-resource-nightmare/

Five Tactics to Increase Employee Retention in the Workplace

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It is not only important to hire the best employees, but to keep them on the job. High retention rates make things flow smoothly in the workplace. Low retention rates, which can be caused by things like low employee morale or lack of recognition, hold your company back and can become very costly. These five tactics can help ensure higher retention rates within your workplace:

1. Challenge Your Workers

Give them productive work that pushes and challenges them – do not just give them busy work. If they feel like they are accomplishing something and helping the company every day, they will be less likely to leave.

2. Offer Benefits That They Can’t Get Elsewhere

Benefits can provide additional compensation that goes beyond wages alone, which could be more attractive to an employee than a higher hourly wage. For example, offer them stock in the company as part of an annual benefit bonus. This gives them something unique and valuable, and it also encourages them to work hard because they earn more if the company grows.

3. Create a Stress-Free Environment

There is a balance here because you do not want to spend time making work so fun and enjoyable that people are no longer productive. However, stress and overwork are two of the main reasons that people quit jobs. To reduce stress, allow employees to keep standard hours rather than making them stay late frequently, and have a bit of flexibility with deadlines. Also, spread the workload out among multiple individuals, and do not be afraid to delegate work yourself.

4. Help Your Employees Improve

There are many ways to do this, from job site seminars to paying for employees to take night classes at a local college, so they can receive advanced degrees. Help them better themselves. They will appreciate it, and they will be better employees because of it.

5. Embrace a Team Atmosphere

People want to be part of a team. It is a natural tendency. Show them that they are a valued part of your corporation – that they are needed and appreciated – and there is a much smaller chance that they will move on.

With these tactics, you can work towards higher retention rates within your organization. This can increase productivity and make all of your workers feel like they are part of a stable, secure working environment.