Employee Retention

7 out of 10 employers say that staff turnover has a negative financial impact on their company. Due to the cost of recruiting, hiring, and training employees, turnover costs can affect employers in more ways than one. 

Employee turnover and staff retention is a huge problem, and there are many ways for employers to try to minimize the problem. 

Here are six strategies to help employee retention:

  1. Hire The Right Person From The Start

Hiring the correct person for the job, from the beginning is very important. It is costly for companies to hire someone who doesn’t stay long. If an employee doesn’t seem like a good fit from the beginning, then they probably aren’t a good fit and they will end up costing your company a good amount of money. 

2. Salary and Benefits Must Be Competitive

Many applicants and candidates look for positions that have competitive salaries and benefits. All employers should consider having competitive wages and benefits, it will help attract top talent and if an employee is happy with their pay and benefits they will more than likely be happy in their position and stay with the company. 

3. Have A Workplace Full of Leaders

Few people have the characteristics of being a great leader, but shaping employees into leaders is key for a successful company. Having leaders that are available to employees is important, leaders in the workplace should be transparent and supportive. If your workplace has employees with these characteristics, then the company culture would be great for everyone. 

4. Create Employee Engagement Opportunities

Employees who are engaged in learning, are also engaged in work – these are the kind of employees that employers want. If employees feel supported by their employers, then they will be more comfortable and willing to learn in the workplace. 

5. Provide Positive Feedback

Providing your employees with positive feedback will motivate them to become better employees. Constructive feedback is also important, especially when deadlines need to be met. If employees receive positive feedback, and timely feedback they will feel confident and more comfortable in their role. 

6. Encourage Creativity and Independence

Almost all employees love being creative and independent in the workplace. When employers allow their employees to use creative thought in the workplace, they will feel like their opinion and ideas are valued and actually taken into consideration. Making sure employees feel like this at work is important, and will help keep them happy in their role. 

Employee turnover can be expensive and is something that all employers try to avoid. Some important ways to avoid employee turnover are listed above. If your company needs help with employee retention, let us know – AZ HR Hub is your #HRPartner, so you can focus on business! 

Managing Remote Employees

Over the past year, many workplace related things have changed. Due to changes in corporate policies, and technologies, remote work has been an option for many employees. The COVID-19 pandemic encouraged the move to remote workers, but it is a trend that will likely continue after the pandemic. 

Managing employees from a far can be stressful for employers. Check out these steps on how to manage remote employees effectively. 

  1. Set immediate and clear expectations

Making sure your remote employees know exactly what their expectations are is important when they are working in a remote setting. Employers should provide details about timing and responsiveness. 

2. Document your communication strategy

Documenting your communication with remote employees is vital so employees have something to reference. Since they aren’t in office with coworkers, it would be easiest for them to refer to documents. 

3. Engage as often as possible

Engaging directly with remote employees can help with workplace communication and overall effectiveness. Making time to reach out to remote employees helps the company culture and helps remote employees with their daily workload and understanding. 

4. Schedule regular meetings

Regardless of the setting of your workplace, it is essential to plan regular meetings to help build teammate bonds. 

5. Create an “open door” policy

Remote employees shouldn’t feel like they cant contact their coworkers because they aren’t in the same environment.

If your organization needs help with managing remote employees let us know. AZ HR Hub is your #HRPartner, so you can focus on business! 

Workplace Harassment

Over the past two years, the #MeTooMovement has changed the landscape of workplace harassment and other workplace issues. Even though the #MeTooMovement changed the landscape, workplace harassment is still is a very serious and common problem.

It is important for HR departments to be educated and aware of types of harassment and how to handle them. When equipped with the right information, HR and employee relations can be critical in identifying and eliminating all different types of workplace harassment before anything escalates. 

Here are the 5 most common types of workplace harassment:

  1. Sexual Harassment

Sexual harassment in the workplace is still common, even though the #MeTooMovement empowered victims to speak up. Unwelcome and offensive comments, unwanted physical attention, and requests for sexual favors are all considered sexual harassment in the workplace. 

2. Disability Harassment 

Disability harassment is when unfavorable treatment or harassment of employees with a physical or mental disability occurs. Disability harassment is very widespread in the workplace, so it is important for managers to be aware of the signs of this type of harassment. 

3. Racial Harassment

Racism is something that unfortunately occurs everywhere, but being able to identify it in the workplace is critical. Some common displays of racial harassment include displaying discriminatory symbols, mocking someone’s accent, making unwelcome comments about ones race, telling derogatory jokes, and using racial slurs. 

4. Sexual Orientation and Gender Identity Harassment

These two types of harassment are when individuals make derogatory, offensive or demeaning remarks based on a persons sexual orientation or gender identity, including transgender status. These two types of harassments are different and here’s why; sexual orientation harassment refers to whether a person is homosexual, heterosexual, or bisexual. Gender identity harassment refers to a persons self-identification as a man or a woman. 

5. Ageism

More than 1 in 3 employees feel that their age has prevented them from getting a job after they turned 40. Age discrimination is still common, even though it should not be. 

If your organization seems to come across workplace harassment issues, and you need help – let us know! AZ HR Hub is your #HRPartner, so you can focus on business!

Employee Health and Wellness

The average person will spend about 90,000 hours during their lifetime at work. That is a lot of time stuck behind a desk, standing on your feet, or attending corporate meetings. It is so important for employees and employers to promote the importance of mental health and wellness in the workplace. The work environment can be stressful for many, so having support from everyone is key. 

If you want your employees to have a good work-life balance, you have to take the steps to support them at work. Here are some top health and wellness activities, to help give your employees the health and wellness support they need.

  1. Raise Awareness

Making sure your employees are aware of their wellness options is important. The only way they will truly care for themselves, is if they know the options that they have!

2. Encourage Employee Connections

People who are happy at work, tend to be great attributes to the organization. If employees create connections with coworkers, they are more likely to be happy at work, and a happy environment will promote productivity and workplace wellness. 

3. Encourage Breaks 

 Many times, employees are afraid to take breaks throughout the day. Breaks allow employees to decompress for a little bit, and taking a break increase productivity and the work environment. Breaks are great for employees so they can take some time off from their work, and focus on themselves. 

4. Encourage Preparedness

If employees are prepared for work everyday, they will have less stress and be able to focus on their tasks more. When employees know what they are doing at work each day, their mental health will be in a much better state.

 5. Boost Morale 

Celebrate the little things! If employees feel appreciated and welcome in their work environment, they will take their health and wellness much more seriously. 

Workplace Safety

Safety in the workplace is one of the most important things that employers can promote. The Occupational Health and Safety Act (OSHA) sets rules and regulations for employers to follow, these guidelines ensure a safe work environment for everyone. 

Human resource departments play a vital role in ensuring safe workplace conditions. HR departments have to stay up to date with OSHA standards and enforce them correctly and effectively. HR personnel also have to oversee management to make sure that they are following organizational safety practices. Follow along for a workplace safety guideline that will help your HR department when ensuring safe work conditions. 

1.     UNDERSTAND RULES AND REGULATIONS 

Every company is different, meaning every company will have different standards to follow. Understanding your industry’s requirements is imperative to providing a safe work climate. 

2.     CREATE TRAINING OPPORTUNITIES

Employees will only know the things that they are taught. Providing training opportunities will allow employees to gain knowledge about workplace safety and will teach them how to implement safety in their work lives. 

3.     PROVIDE VISUAL AIDS 

Visual aids help grab an employee’s attention and can give them quick, important information. OSHA and many other government-based organizations provide free signage for employers to post in their workplace. 

4.     ESTABLISH A SAFETY COMMITTEE

Creating a safety committee of all different types of employees is key to making sure working conditions are always safe. This safety committee should include personnel from all departments, as well as senior executives and entry-level workers. 

5.     PERFORM SAFETY AUDITS

Safety audits allow employers to see how effective their current safety practices are. It also allows employers to make sure they comply with all local, state, and federal rules and regulations. 

Human resource departments are not the only people who can help in ensuring workplace safety – it involves everyone’s help and it’s a team effort. Following OSHA guidelines will help protect employees and employers from workplace accidents. Reach out to AZ HR Hub for assistance with maintaining OSHA guidelines!

Difficult Downsizing Decisions

As we are all well aware, many companies are in the process of reorganizing their talent pool. Of course, with the Coronavirus how to do this is top of mind.  No matter what causes downsizing, resizing, or “right-sizing” leaders must carefully evaluate their workers to determine who to keep, who to furlough, and who to downright terminate. 

How is this done?  How do you decide?  There are some key questions to ask yourself when making these determinations:  Who is already causing concerns or issues? Will seniority alone be a consideration?

These questions are important to consider.  On top of these, however, is the diagnosing each person’s competency for performing each of their work tasks.  One of the best ways to do this is using Blanchard’s SLII®.  This is a model for determining competency and confidence to perform a specific task.  When the analysis is done for each person’s responsibilities, you will have a great picture of their value to your organization. 

For example, you have an employee that has been around for about six months that is not great at cold calling yet, but really brings in the sales when they get a lead.  They are learning about cold calling and they are very enthusiastic.  Would you keep them?  I would.  They are exhibiting the behaviors of a good salesperson as demonstrated by their sales lead calls.  With more time and training they most likely will be able to transfer their skills and to do better at cold calling. 

In another scenario, you have someone that is not doing very well at sales calls and they do not show motivation or enthusiasm for the work.  You’ve coached them and provided training for the past several months.  Would you keep them?  No. If I’m downsizing and both the competence and motivation is lacking, I would not consider them as a viable long-term employee. 

When you evaluate each person’s task – not the person as a whole, you will have more data to help you make very difficult decisions about downsizing.  When you list each person’s responsibilities and rate them on both competence and confidence to achieve the task you will get a list of gaps in your workforce.  It will also help you to determine training, coaching, and other interventions.  Lastly, it will help you with succession planning.  We’ll talk about that in  my next article.  

I have provided very basic examples, and you may have many other considerations when reorganizing.  I’d love to hear what your processes are.  Please share!

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