Did you know current research suggests 70% of all staff would consider leaving for better work conditions? And that includes your long-term, loyal team-members. Global engagement entities are now teaching us not only how to attract staff but how to REATTRACT your current long-term staff. If you haven’t changed how you engage your workforce by now, they may already have one foot out the door.
1. Flexibility – This is the #1 factor of influence when workers are seeking their new employer. Are you offering flexibility in regards to work hours, workdays, & remote working (work from home)? Many businesses globally have taken on a hybrid workspace where team-members are offered a choice of home & office days to suit both the individual and the business needs.
2. Having a voice – Do you include your team-members in decision-making? Do you ask their opinion on upcoming or current changes? Feeling heard & like we have the capacity to make a difference makes us far more emotionally connected to your brand & your goals.
3. Humancy – Gone are the days of telling your team to “park your emotions at the door”. Workers are looking for a better work/life balance and are putting their family needs before their employers. Include family members in social activities and take an interest in your workers’ families, friends & pets! Showing you care creates a reciprocal effect that results in increased loyalty and longevity in the workplace.
4. Feedback & recognition – Saying ‘thanks’ at the end of the day isn’t enough. Taking time to provide your team-members with an update on how they’ve been performing, and thanking them specifically for a task or job they have just finished shows you value them, you see the difference they make, and you care enough to take time out of your day to show appreciation.
5. Coaching conversations – Most workplaces have discarded the annual ‘performance review’ in favour for quarterly coaching conversations. These are a 2-way conversation which discusses progress, provides 2-way feedback, and motivates through the ‘what’s next for you’ discussion. These discussions are far more positive and no longer include the negativity of opinion-based metrics – which are disputable and unreliable. They provide a confidential and transparent platform for your team-member to have a say in their development as well as give feedback on what they feel they need to succeed.
Contributed by Shiift’s Judy Porter
