You might be used to hearing that it’s an “employer’s market” right now – with an abundance of people looking for work, employers are considered to have the upper hand and more opportunity to find the best staff. And yet, employers are still struggling to find staff they want to hire and are struggling to keep the staff they have. Attracting the right staff for your company and keeping them can all be addressed with a few key changes.
EXAMINE YOUR LEADERSHIP STYLE.
Staff are said to leave a bad manager, not a bad job. It is important to be self-aware of your leadership strengths and short comings, and be prepared to address them. Just like each of your employees may have different personalities, each manager has a different leadership style and it’s up to you to recognize how an employee might best respond to constructive feedback and rewards.
BE FLEXIBLE, BUT REMAIN CLEAR ABOUT YOUR EXPECTATIONS.
Allowing your employees to feel empowered in their work will affect their engagement and long term status with your company. Be clear with what grey area is and where they have decision making power, but what elements of their job are not up for negotiation. Different personality types like to complete work differently, and you need to decide what pieces you are willing to be more flexible on. When employees feel like they have ownership over outcomes, they are more likely to be engaged and stay with your company. Regardless of personality type, everyone likes to know how you will measure their performance.
LOOK AT WHY PEOPLE HAVE LEFT, SEE IF YOU CAN FIND A REOCCURRING THEME.
If a large group of people are consistently giving a similar reason for leaving, see if there’s something you can do to remedy the problem.
WHEN PEOPLE DO LEAVE, REMEMBER THEY CAN INFLUENCE YOUR FUTURE.
Word of mouth is a powerful thing. When people are socializing, the first two questions that are often asked are “What is your name? What do you do for a living?”; which inadvertently leads to them talking about your company. They can influence your reputation and attract or discourage people from applying to your openings. Conduct exit interviews to see what you can improve upon and to leave that outgoing employee with the impression that their work was valued.
By examining how your hiring process can attract the right staff, you’ll ultimately influence how long people stay with you. Be open to training people that fit the personality you’re looking for, but may not have all the skills. And most important, be the boss you’d want to work for.
Casey Kidd | Employer Liaison | Agilec