People are a company’s greatest resource. Not the product a business creates, the membership it drives, or the apps it produces. The people who keep the machine running are the most critical asset of an organization. People are your company’s walking reputation.
The employment data that WunderLand has at its fingertips shows that it takes 64 days on average to open up a requisite and have your dream candidate start the job. That is over two months of sifting through resumes, conducting interviews, executing background checks, and too many tours of the office cafeteria. We all know it’d be much easier to keep the folks we have engaged, happy, and employed than to start the 64 day cycle.
There are two main reasons people share with me, time and again, as to why they leave a job: not being heard and not feeling valued. So what are some things you as a hiring manager can do to keep your employees happy?
- Ask your team members what they truly think. This is the most critical thing. Job seekers constantly share with me that their managers don’t listen to them—either about an idea or the trajectory of their career paths. Employees who express desire to manage, mentor, or lead and are told that the organization doesn’t support it will leave. A round table meeting is held but only a few folks’ ideas are acted upon—they will get frustrated at not being heard and will leave.
- Write down all ideas and listen. Listen to what your folks say and find ways where they can mentor, manage, and lead with or without a staff…open up discussions around leading by example. Help identify and enroll in classes, provide the ability to spearhead a specific project of influence. Make your team members feel valued…think creatively and respond.
- Treat Others With Respect. Feeling respected translates into feeling valued. Valuing your employees is more about doling out raises, praise, and promotions. Instilling an open, trusting environment is paramount to keeping your employees happy and engaged. Permitting (or worse, participating in) gossip, G-Chat rants, and negative chatter can cause folks on your team to feel untrusting and unvalued. Think about how you respond and interact with your team members when they bring up concerns—or simply how you greet them on a Monday morning.
It’s hard to stop in the moment and give your employees the attention they may need—you are pulled in so many competing directions that taking a moment to connect can seem like a moment wasted. You hired these folks because you know they are the best ones out there—as good as they may be, they don’t always know they’re on the right track. Take a moment to tell them they’re doing a great job. Be proactive to keep your office positive, trusting, and open.
Today’s job market is ripe for the picking—create an environment of value so your star folks stay with you. It’s as easy as stopping to listen.
How you treat folks who are interviewing for your positions is another way you can set the tone for your business’ reputation…watch for those tips in a future article. Meanwhile, I’m always here to help you should you want to break out in a new direction or you need to help your staff develop their skills into a new role.