Employee Retention! Finding Good People! Attracting Talent!

Having met with dozens of C-Suite and HR professionals over the past six months, I do not recall seeing a topic so consistently on the forefront of employer’s minds as recruiting and retention of employees is today. Beyond the need to have competitive pay and benefits, here are ten ideas to consider as you work to attract and retain employees.

1. Make sure your interview process is polished and professional. Send handwritten notes to all candidates after an interview.  If they send you one too, all the better.
2. Your onboarding process should be efficient, user-friendly, and carry your company brand. This is your first opportunity to set the tone of your company-caring relationship and workplace culture.
3. Have a Senior Leader meet with every new hire in their division to explain the company mission, values, and vision and to provide an outlet for questions (note: this requires you to have a mission and vision!).
4. Assign newly hired employees a mentor and allow that mentor to host the employee for an employer-paid lunch once per month.
5. Have clearly defined roles and responsibilities.
6. For retention, enhance a benefit and make it employer-paid after 1 year of service.
7. Form a committee of new hires, seasoned employees, and everywhere in between to seek ideas and feedback on how to make your company a great place to work!
8. Communicate, communicate, communicate. Have a newsletter.  Consider 1 on 1 meeting with employees at least once per quarter.  Remember, voids of information are filled with negative thoughts.
9. Expect the best. Be optimistic.  Forgive mistakes that taught something. Praise in public and critique in private.  Catch people doing something right.
10. Culture of caring.As T. Roosevelt said, “People don’t care how much you know until they know how   much you care.”  Does your leadership and management team genuinely care about their team?  Spend a weekend thinking about this question.

Most of the items seem like grasps for the obvious, and yet I am reminded these are straightforward but very hard work.  They require time and discipline, which is why so few people do it.  For me, I know I am going to work on putting more margin in my day for these important, non-urgent opportunities!  May we be good people to get and keep good people. Good wishes with your recruitment and retention.

 

John A. Hearn

• Self-funding
• Employee Benefits Captives
• Data Analytics
• Population Health Management
• Absence Management
• Ancillary Benefit Procurement
• Employee Engagement