employee turnover

40+ Ways to Reduce Turnover & Become a M.A.G.N.E.T. Employer

Employee turnover is running rampant in most organizations today. As retention experts, we continue to compile effective strategies for reducing turnover. Here’s a list of suggestions to consider in order to become a more attractive, or M.A.G.N.E.T., employer.

Management Effectiveness

Organizational Strategies

  1. Implement (or reinstate) a management/supervisor training
  2. Conduct self-assessments for all leaders
  3. Ensure managers and supervisors have the resources they need to be successful
  4. Conduct employee surveys quarterly to determine why people are really leaving

Manager Strategies

  1. Provide frequent feedback to all staff
  2. Appreciate any job well done – even if it’s an employee’s job
  3. MBWA (Manage by Walking Around) instead of sitting behind desk
  4. Integrate team-building activities into meetings
  5. Schedule one-on-one check-in meetings with staff regularly

Attraction & Recruiting

Employer Brand & Attractiveness

  1. Ensure retention is top priority – otherwise recruiting efforts are a band-aid
  2. Maintain strong employer brand in city/community
  3. Check Glassdoor.com for reviews and improve upon what you can
  4. Pay hourly staff weekly and offer immediate access to accrued pay
  5. Create “Selling Points” document highlighting reasons to work for your company

Recruitment

  1. Ask marketing to write attractive job descriptions and remove jargon
  2. Text applicants if calls and voicemails are not returned
  3. Move candidates through the application process more quickly
  4. Use an effective Applicant Tracking System (ATS)
  5. Implement valid hiring assessments
  6. Contact new hires prior to orientation to discuss expectations and share excitement
  7. Offer job shadowing for a more realistic job preview

Guidance Upon Entry

The New Day One

  1. Ensure new hires feel welcome on day one with signage, lunch, welcome bags, favorite snacks, etc.

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employee experience

7 Ways to Create an Unbeatable Employee Experience

What do your employees say about their experience with your company? Have you asked them lately? When you have a job opening, do you have top candidates reaching out to you for consideration? A Bersin survey finds that “Nearly 80 percent of executives rated employee experience very important (42 percent) or important (38 percent), but only 22 percent reported that their companies were excellent at building a differentiated employee experience.” Furthermore, 59 percent of these respondents reported that they are not fully ready to address the challenge of creating a great employee experience.→ Read More

employee feedback and recognition

Leveraging Recognition and Feedback to Boost Employee Engagement

Employee engagement is an ongoing issue. What can we do to effectively engage employees? Start with recognition and feedback. According to Aptitude Research Partners, companies identified recognition as having the greatest impact on engagement. And it doesn’t stop at recognition. Go the extra mile with employee feedback, pulse data and personalized actions in real-time to immediately address any disengagement. Dr. Natalie Baumgartner, Chief Workforce Scientist for Achievers, shares in an HRO Today article about how to effectively leverage recognition and feedback to boost engagement across your organization.→ Read More

Employee experience

Are You Personalizing the Employee Experience?

Have you ever been in a restaurant when one of the regular customers walks in? Not only does the waitress know his name, but she knows his order too, personalizing the customer experience. Is there any doubt in your mind that this is a loyal customer, that he will eat at the restaurant again or that he’s highly likely to recommend the restaurant to others?

This scenario isn’t exclusive to the restaurant industry. Businesses in all industries have always known the importance of providing high-quality customer service.→ Read More

Employee Experience

Beyond Employee Engagement: 6 Tips to Improve the Employee Experience

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“There are only three measurements that tell you nearly everything you need to know about your organization’s overall performance: employee engagement, customer satisfaction, and cash flow. It goes without saying that no company, small or large, can win over the long run without energized employees who believe in the mission and understand how to achieve it.” – Jack Welch, former CEO of GE

The recent history of work has been characterized by increasing levels of automation, greater demands on workers’ time and an overall breaking down of the walls between work and home life.→ Read More

Human Experience at Work

Today’s workforce mindset – employees want a human experience

 

In today’s competitive economy, if two organizations are both doing a great job engaging their workforces, what makes one of them better than the other? Aon Hewitt recently surveyed 2,539 employees at companies of 1,000 or more across several industries, and Raymond Baumruk, partner and leader in the firm’s Next Practices/Employee Research & Insights group, shared top findings with attendees of Achievers Customer Experience (ACE) 2015.

Baumruk said they were somewhat surprised to find that the things many companies see as “differentiators,” employees actually view as “table stakes,” or basic expectations of potential employers.→ Read More