– Make sure employees know what you expect of them.
It may seem basic, but often in small companies, employees have a wide breadth of responsibilities.
Done right, these kinds of programs can keep employees focused and excited about their jobs. In addition to performing exit interviews to learn why employees are leaving, consider asking longer-tenured employees why they stay. If you can afford it, give more to your top performers.
But other perks, such as flextime and the option of telecommuting, go a long way to show employees you are willing to accommodate their outside lives. Free bagels on Fridays and dry-cleaning pickup and delivery may seem insignificant to you, but if they help employees better manage their lives, they’ll appreciate it and may be more likely to stick around. Hold regular meetings in which employees can offer ideas and ask questions.– Use contests and incentives to help keep workers motivated and feeling rewarded. Have an open-door policy that encourages employees to speak frankly with their managers without fear of repercussion. Require your managers to spend time coaching employees, helping good performers move to new positions and minimizing poor performance. Feeling connected to the organization’s goals is one way to keep employees mentally and emotionally tied to your company. Consider offering stock options or other financial awards for employees who meet performance goals and stay for a predetermined time period, say, three or five years. Nothing dashes employee enthusiasm more than a paltry raise.Download our free ebooks, such as "Your Recruiters Are Your Employer Brand: Why It Matters Who Does Your Recruiting" to learn about modern recruitment strategies.Recruitment, covering the entire process of sourcing, selecting, and onboarding employees to an organization, is a function typically housed within Human Resources.Hiring employees is just a start to creating a strong work force. High employee turnover costs business owners in time and productivity. – Offer a competitive benefits package that fits your employees’ needs. Employees will become frustrated and may stop trying if they see no clear future for themselves at your company. This could be training to learn a new job skill or tuition reimbursement to help further your employee’s education.
Providing health insurance, life insurance and a retirement-savings plan is essential in retaining employees. Then use that information to strengthen your employee-retention strategies. – Create open communication between employees and management.The person responsible for developing effective recruiting strategies will usually be a talent acquisition manager, director of personnel, or a recruiting/sourcing manager.Recruiting program changes at a strategic level may include the enhancement of candidate communications, the development of talent pipe-lining, succession planning, the optimization of recruitment channels, re-evaluation of interviewing processes, and the deployment of new recruitment technology.If they don’t know exactly what their jobs entail and what you need from them, they can’t perform up to standard, and morale can begin to dip. If your company is nearing 100 employees, consider hiring a human-resources director to oversee and streamline your employee structure and processes.Recruiters employ various tactics to bring the best talent to their companies.Find best practices and research strategies in employment branding, sourcing techniques, social recruiting, and stay on top of the latest recruiting technology trends.