Days When Your Employee are Most Likely to Quit

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We spend a lot of time talking to job seekers who aren’t happy with their current work. We hear a number of factors that can cause employees to look elsewhere. They might be unhappy with their compensation package; they might believe they are deserving of a different role; or, they might be looking to relocate to another city.

Most employers are aware of these reasons but may not realize that there are actually certain dates that can prompt an employee, even a seemingly happy one, to start looking elsewhere. These dates can vary in significance, but all serve the same purpose: they can cause employees to rethink their futures.

Know these days

Essentially, there are three major days that hiring managers should be on the lookout for if they are monitoring internal happiness:

  • • Class reunions
  • • Significant birthdays (such as turning 40 or 50)
  • • Work anniversaries

These dates all prompt measurable spikes in job hunting activity. The dates make sense when you think about it. Class reunions can prompt competition and networking with old peers. Significant birthdays encourage reconsidering life paths. Work anniversaries can indicate the easily missed passage of time.

It should come as no surprise that employees re-evaluate their status at these times and start considering their options. They may begin actively searching for a new opportunity. Fortunately, there are some easy and simple steps diligent hiring managers can take to ensure that they are keeping their talented workers with their own organization for the foreseeable future.

Pay attention to your teams

First, make sure that your HR team has dates like birthdays and work anniversaries on their radar. They have easy access to this information so it should be at the tops of their minds throughout the year. Creating a shareable online calendar specific to employee birthdays and anniversaries could be a good way to get everyone on the same page.

Additionally, your HR team should have an internal recruiter on staff, or have internal recruiting be one of the responsibilities of one of your team members. Companies that employ internal recruiters who inform existing employees of new opportunities within the organization report less turnover and significant savings, thanks to fewer searches that consume time and money at rapid rates. It is always far more efficient to keep existing employees on staff rather than seek new ones.

Show your appreciation

You want to make sure that you are expressing appreciation for employee contributions on a regular basis, not just in the face of notable anniversaries. Making this more consistent will make employees feel more comprehensively valued, as will emphasizing their progress in their roles over their time spent in them. Highlighting their skills and achievements rather than how many times the calendar has turned over will make them consider their own growth rather than just “time served” at a job.

Significant milestones in a person’s life can cause introspection, and your employees are no different. However, you can make sure that they spend this time appreciating their own achievements by emphasizing their progress and paying close attention to their needs and goals.

Are you looking to find the best talent for your company? Contact Award Staffing today to learn how we can help you reach your staffing goals.

Use Matchmaking to Find the Perfect Employee

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Finding the perfect employee can be like finding the perfect romantic partner. However, instead of finding them once, your job is to find them over and over again. If you’re feeling burned out on candidate search, it may be time to get creative. Don’t worry, there are plenty of fish in the sea! Every day, we match employers with the perfect candidate to help them reach their staffing goals.

Here’s what you can learn from Cupid to help you attract the best candidates.

Meet your candidates where they hang out

When it’s time to find qualified candidates for a job search, you likely have your reliable resources. Whether it’s your favorite staffing agency (we’re blushing!) or an industry jobs list, you’ve learned where you can find reliable candidates. To find your perfect match, consider taking things to the next level with your resources. Connect with the staffing agency on social media to see which job seekers are also on the page. Attend a local networking event or job fair to meet your contacts and potential applicants in real life. If you want to add quality candidates to your network, go to places (online or in-person) where you know they’ll be.

Learn more about their interests

As a hiring manager, you likely have a lot of experience with topics like human resources, business administration or psychology. How much do you know about the industry you work in? While you may not be certified as a heavy equipment operator, you should strive to keep up with the latest in your industry. Join listservs for industry organizations. Make an effort to read the trade magazines in the break room. Research your competitors to understand what they’re doing differently. The better you understand the job and the industry, the better you can talk to potential candidates about their experience, interests and goals.

Present your best foot online

Savvy candidates will look for clues about your company in your job post and will research your company before applying. Make sure they like what they find. Work with a copywriter to create job postings that present your company’s personality, whether it’s traditional, funny or relaxed. Have marketing create web content and/or social media that highlights what employees do and what they like about working at your company. Rewrite the description of your company so that it appeals to qualified job seekers. Don’t let candidates Google you only to find outdated or unhelpful information – or worse, nothing at all.

Hire a matchmaker

Staffing agencies are the matchmakers of the professional world. We listen to what you’re looking for in an employee, then turn to our database of job seekers to find candidates who match. We do the hard work weeding out the less-than-eligible candidates so that you only spend your time with the best applicants.

When you need help finding your perfect match, Award Staffing is here to help. Contact us to learn more about how we help can staff companies like yours.

Why Your Best Employees Quit (And How You Can Fix It)

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Every business owner knows that top talent is what makes their organization grow and prosper. We know from listening to you that finding top talent can be a challenge all on its own while keeping that talent is another hurdle.

How can you make sure that you are keeping a happy staff on staff, and what can you do to keep them motivated and working for you?

A lot of reasons that employees are not happy at their job can be obvious – maybe they want bigger or better projects than they’re being assigned to or they simply don’t get along with certain colleagues. However, there are a number of reasons why your best folks are looking elsewhere.

They aren’t being heard

Many unhappy employees tell us that one of their top concerns is that they don’t feel like their voices are heard at their current jobs. This can mean any number of things. Maybe their ideas are ignored, they aren’t considered for certain promotions or they feel like management is unwilling to listen to constructive criticism. Any combination of these factors can make employees feel unappreciated.

Money talks

Budgets (and their constraints) are a constant reality for companies. It seems like managers are always being told to tighten their belts. This can result in the depletion of their talent pool, who are lured to better-paying jobs. However, talent retention should be the top task of any budget manager. It costs far more to find a new employee than to retain a quality one, so it’s vital to make these numbers work.

No chance for promotion

Promotions are a tricky subject. Many employees will feel that they’ve been “passed over” for premium raises and increased responsibility no matter who is elevated. However, hiring managers can make things easier on themselves by ensuring that those promoted represent a cross-section of working and thinking styles rather than just carbon copies of the boss.

Lack of positive feedback

In today’s working world, company cultures can be driven by results, budgets, and timelines. This can lead to a sanitized environment that leaves little room for positive reinforcement. Take the time to praise your employees for a job well done and watch morale rise.

Feeling like work never ends

The internet and the rise of smartphones have made it possible for employees to work at any hour. This does not mean that companies should always take advantage of this accessibility. By letting your employees unplug and enjoy time with their families and loved ones you are demonstrating that you respect their worth beyond what they can produce for your organization.

Keeping a deep reservoir of talent is key to the sustainability and success of any organization. We realize that it’s not always possible to hold onto every valuable employee, but some simple steps like those outlined above can give you a leg up on strategies to retain top performers. Respect, attention, and responsiveness are key to letting employees know they are heard and recognized as professional contributors.

Want to learn more about how to attract and retain top talent? Contact us today so we can discuss your hiring needs.