Today’s employers face major challenges when trying to recruit skilled workers into their organisations – there is a younger workforce with different attitudes about work and a growing population of older workers heading toward retirement.
Few businesses realise how much employee turnover truly impacts their bottom line and thus it is important that businesses improve their ability to attract, retain and improve productivity. One method, suggested, is by applying the following five-step PRIDE process:
P – Provide a positive working environment
R – Recognise, reward and reinforce the right behaviour
I – Involve and engage
D – Develop skills and potential
E – Evaluate and measure
Provide a Positive Working Environment
Wise executives realise the responsibility for creating a positive work environment cannot be delegated. It starts at the top. One of the main reasons employees quit is the relationship with their boss. The fact is many supervisors and managers are unaware how their actions and decisions affect employee turnover. A critical aspect of an effective retention strategy is manager training. Properly trained managers play a major role in an effective recruitment and retention strategy.
Recognise, reward and reinforce the right behaviour
Money and benefits may attract people to the front door, but something else has to keep them from going out the back. People have a basic human need to feel appreciated and proud of their work. Recognition and incentive programs help meet that need. A successful reward and recognition programme does not have to be complicated or expensive to be effective.
One company founder and CEO gives the keys to his BMW M3 convertible to his employees for a week. This creative way to reward employees has a bigger impact than cash!
Another company rewards each employee’s work anniversary with a cake and a £100 for each year employed.
An organisation with lots of drivers reward employees with a “Safety Bonus Programme” – they screen each employee’s driving record twice a year, and anyone who has gained a penalty is removed from consideration. Those employees remaining at the end of the year divide a pot of £1,000.
Another idea is that on Fridays, all employees rotate jobs for one hour. This builds a stronger team, unity, and improves communication within the company.
Involve and engage
People may show up for work, but are they engaged and productive? People are more committed and engaged when they can contribute their ideas and suggestions. This gives them a sense of ownership.
An organisation known for its ability to create and manufacture new and innovative products holds an annual Idea Exposition during which employees display projects and ideas they are working on. This process creates a healthy climate of innovation and engages all those who participate.
Another has a unique way of making its employees feel valued and involved. One wall within the company contains the photographs of all employees who have worked there more than five years. In addition, their “equality” programme goes beyond the typical slogans, posters, and HR policies by ensuring there are no reserved parking spaces or other perks just for executives — everyone is an equal.
Develop skills and potential
For most people, career opportunities are just as important as the money they make. Surveys conducted show that a significant number of employees would consider leaving their present employer for another job with the same benefits if that job provided better career development and greater challenges.
Skilled people will not remain in a job if they see no future in their position. To eliminate the feeling of being in a dead-end job, every position should have an individual development plan.
Evaluate and measure
Continuous evaluation and never-ending improvement is the final step of the PRIDE system. The primary purpose of evaluation is to measure progress and determine what satisfies and dissatisfies your workforce. The evaluation process includes the measurement of attitudes, morale, turnover, and the engagement level of the workforce. Here is a checklist of items that should be included in your evaluation and measurement process:
* Conduct an employee satisfaction survey at least once a year.
* Hold exit interviews for leavers.
* Improve recruitment to ensure the best match between the individual’s talents and job requirements.
* Provide flexible work arrangements which helps, particularly, working parents and older workers.
* Hold managers responsible and accountable for retention in their departments.
* Start measuring the cost of turnover.
* Focus on the key jobs that have the greatest impact on profitability and productivity.
* Examine those departments that have the highest turnover rates.
* Design an effective employee orientation programme.