Waikato is enjoying good economic growth and unemployment is low. What does that mean for the recruitment scene? Is the retention of top talent as-simple-as a salary increase in today’s job-seekers market? Carmel Strange, Asset Recruitment’s Manager and Temporary Recruitment Specialist, discusses what workers are looking for.
It’s the age-old question for many managers and business owners – how do I retain an exceptional employee once I’ve hired them?
I think we can all agree when I say that it’s not just always about the money, company cars, laptops and cell phones (but it all helps, right?). No matter what your remuneration package looks like, when it comes to a workplace an employee wants to feel valued, wants a company culture that radiates with positivity, wants career progression and wants flexibility.
If your business or organisation can foster a positive, happy work environment – then you’ve already taken your first step towards guaranteed employee retention. You want them to walk through those doors every morning and do their absolute best. If they don’t enjoy the people they work alongside or the work they’re doing you’ll find a minimum amount of effort is put in, which of course, results in a negative impact on their productivity.
Communication and recognition
Second to a positive work environment is communication. Communicating effectively with your employees is key. Acknowledging their efforts as well as praising them when their efforts produce the right results. “I don’t like being recognised for my hard work” said no human, ever. Employees who consistently receive compliments from their employer have increased levels of individual productivity, greater job satisfaction and are more likely to stay with the organisation.
Giving your employees a good sense of where their career could take them, a sense of possibility, a sense of direction – is incredibly important. They need to know what they’re working towards and where their hard work is going to take them (eventually). The ideal employee is goals orientated when it comes to their work life, so will naturally seek career advancement. Smart managers and employers will consistently seek out opportunities for their staff to grow. Whether it be attending conferences and industry events or providing ongoing training – giving your employees an environment where they’re upskilling and growing with the support of your company behind them is a key factor in employee retention.
And lastly – but most importantly, is flexibility. A workplace that allows for flexibility around finding the ideal work/life balance is a tool that can be utilised to retain your employees. Working long, tenuous hours and being expected to be at your beck and call 24/7 only leads to one thing – a burnout. Employers not putting any initiatives in place to support or work around their employees’ personal commitments are tempting the loss of experienced and well-trained staff. Many forward thinking businesses are opting for telecommuting (working from home) a few days a week – but it could be something as simple as rewarding a late evening at work with a late start in the morning. Management having the ability to acknowledge that their employees have hobbies, homes to run, families to spend time with and friends to see is all part of creating a company culture that is flexible and therefore desirable to remain a part of.