Tag Archive for: employee turnover

How to Attract Millennial Employees

It is no secret that millennials have been changing the workforce for several years now. Back in 2016, they became the largest fraction of the U.S. workforce, making up over one-third of the working population. It is projected that by 2025, they will account for up to 75% of the working world, which means that if you want your business to continue successfully growing and operating, bringing millennials onto your team is essential.

Although there are commonly held stereotypes surrounding this generation and their work ethic, they are also known to be good communicators, positive change makers, and the most up-to-date on current information and technology. While they may be a generation of high expectations, if they feel they are being accommodated in the workplace and valued as employees, they will go beyond their due diligence to drive results within their company.

Because there is no scarcity of jobs in today’s market, millennials have the option to be particular about where they choose to work. Therefore, attracting them to your company will be an art in and of itself. Here are some of the fundamentals millennials search for when choosing a company to work for:



Time and time again, surveys have shown that millennials prefer good benefit packages over pay increases. Due to reaching adulthood in a time of sky-high rents, five-figure student loan debt, and the rise of digital devices, despite a decent salary, millennials do not have the reserves to purchase their own benefits or pay high deductibles when it comes to their health nor put away large sums of money for their retirement plans. When posting a job ad, it is important to highlight your company’s medical benefits as well as non-monetary benefits such as PTO and flexible scheduling.



For the millennial generation, a job is no longer just about a paycheck. As Gen-Y is the generation that purchases from, promotes, and works for organizations that have objectives outside of high revenue and brand visibility, it is of your benefit as a company to implement a cause you are supporting somewhere into your business model. While past generations had the mentality of “show me the money”, millennials have the mentality of “show me the purpose”, with studies showing that over 75% of them would take a pay cut if it meant working for a company that demonstrated a desire for positive change and impact. This also means that you should emphasize ethical business practices and be completely transparent about company culture when recruiting for a position.


From the get-go, millennials want to know that they will have a career path to follow and about how long it will take them to advance. Known by the expression, “millennials want to matter, this generation is much more likely to envision themselves with a company long-term if their professional life feels significant. In the interview process, be sure to articulate the different potential avenues of how they could move up should they perform well and choose to stay with the company. This could look like management trainee programs and upskilling employees to take on more responsibilities as they excel and feel more comfortable in their positions.


This factor plays a huge role in attracting millennials to a position or corporation. More than any other generation, this group values their work environment and the people in it. Studies show that when asked, millennials rate company culture an 8.5 out of 10 in terms of importance. This includes things such as a comfortable workspace, a sense of community, good communication, core values, and having a voice within the company. Marketing a healthy company culture will not only attract top talent that is dependable and eager to perform, it will also retain the employees you already have and result in more productivity and high employee morale.


Millennial or not, no matter what the industry, most employees feel that a strict 9-5 workday is outdated. In fact, over 50% of employees say they wish their company was more flexible. While it can appear that people want flexibility out of laziness and self-interest, it is actually found that it reduces workplace stress which then results in more productivity. Although not all industries are able to offer flexibility in the form of working remotely, there are several ways to be flexible, such as offering unlimited PTO, being flexible with time in and time out, having a four day work week, and having a lenient dress code. Having a number of these options will not only improve employee wellbeing, but will also enhance your reputation as an employer.



As a top 150 workplace for 6-years in a row, we know the importance of creating a great environment to attract the right talent. If you are looking for a staffing partner that can help you showcase your job openings and company culture to rising talent, reach out to our account management team today!

Days When Your Employee are Most Likely to Quit

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.

5 Ways to Meet Your Employees’ Needs

While we help companies to meet their staffing needs, we also hear a lot from companies about how they want to retain the great employees we help them find. Retention can sometimes be trickier than recruitment. Ultimately, retention is about meeting employees’ needs. The better you can meet an employee’s needs, the more likely you are to retain that employee.

Here are the most important needs you need to meet for your employees, ranked from most necessary to most fulfilling.

Basic needs

The purpose of employment is receiving money. People like to talk about all the other rewards they gain from their careers (more on that below), but at the end of the day everyone wants a paycheck. They rely on that paycheck for shelter, food, clothing and other necessities.

How can you better meet your employees’ basic needs? Reevaluate the pay scale. Consider whether what you’re paying could reasonably support an individual – or even better, a family – living in your area. Regularly examine your benefits package and who receives it to see if you can better support their health care. Healthy, well-fed employees with secure housing will perform much better for your business and your community.

Safety needs

While many jobs pay more for riskier jobs, employees work better when they can trust that their employer’s top priority is worker safety. There are many federal, state and local conditions that employers must obey, but workplaces should create a culture that puts safety ahead of profit.

Safety can also be psychological. Employees should feel safe to voice their feedback and needs without repercussions. No employee should not feel that they are at risk of harassment because of their race, ethnicity, gender, sexuality, religion, disability status or any other reason.

Social needs

When you ask your employees what their favorite part of working for your company is, what’s the answer? Hopefully, they say that they love their coworkers. Social networks are hugely important in improving job satisfaction. A positive work environment creates a feeling of belonging and trust that goes beyond helping employees do their daily work; it creates a positive feeling about their employer.

Employers should encourage employees to form positive relationships not just with each other, but also with clients, vendors, and management. Team building activities help employees blow off steam and bond with each other in different ways. Any negative interactions should be handled swiftly and directly to show employees that you encourage a positive culture.

Recognition needs

Recognizing employees for their hard work is a strong motivator. People like knowing that their hard work is noticed and appreciated. A regular award or campaign to highlight your best workers shows everyone that you value employee contributions. Titles, status, and raises are an even better way to show employees that you are invested in keeping their talent at your company.

Development needs

Employees who value professional development are the best kind to have at your company. These people will grow into your middle and upper management. It’s more cost-effective to train your employees from the ground-up rather than outside hiring. It can be challenging to meet this need if you aren’t well-suited for growth, but if you can you’ll be pleased with the results.

Curious about more ways you can recruit and retain the best talent? Talk to Award Staffing. We’re here to help you with all of your staffing needs.

Ways to Improve Company Culture to Increase Employee Engagement

A company’s culture directly correlates with its employee engagement, so when one is lacking, the other has hindered success. There are numerous solutions that, when implemented, cultivate a strong culture to ultimately improve overall employee engagement. It can be as simple as defining core values, providing proper training for leaders, and implementing tech-based tools. Below are a few tips to enact these factors into a company’s organizational strategy to maintain a strong and engaged workforce.

Define Your Company’s Culture and Values

Only 12% of executives believe their companies are driving and defining the ‘right culture.’ Employers need to start with their core values or, in other words, the building blocks that determine how a company operates to reach predetermined goals. Core values help construct a workforce that aligns with the overall mission and vision of an organization. Employees who connect with their work and find purpose in their daily tasks have a better chance of remaining focused and motivated toward company goals. This engagement ultimately results in higher productivity and retention. 71% of employees interviewed for a recent study stated that communicating clear expectations was the key to improving engagement. Employers need to document core values in writing, whether in a handbook or digitally, to ensure they’re digestible and easily accessible to employees at all levels as the company grows and evolves.

Implement Tech-based Solutions

Employee engagement needs constant attention, making the implementation of tool-based solutions useful when maintaining information regarding engagement-related practices. A performance management solution within a human capital management software is a lucrative tool that allows employees to track their goals and progress on an ongoing basis. Tech-based tools, like instant messaging applications or social channels for company announcements, should also be adopted within an organizational strategy to allow open communication throughout all levels of a company. Strong, efficient communication allows employees to interact with one another regularly and creates the opportunity to recognize achievements. Peer-to-peer recognition often leads to higher engagement, motivating employees to strive for continued success in their role. Implementing tools to support this creates an open, appreciative, and connected workforce, all factors that construct a strong company culture.

Offer Leadership Training

Harnessing a culture that enforces positive employee engagement lies partly within a company’s leadership structure. Leaders who encourage and model engagement set an example and demonstrate a clear understanding of company values. A recent study found that 86% of employees within organizations that promote a strong culture feel their senior leadership listens to employees, compared with 70% of employees at organizations lacking strong culture. Leaders need to keep their employees involved, with their feedback providing viable glimpses into daily operations. Conduct employee surveys to get their unfiltered feedback and translate it into action, focusing on the largest pitfalls as well as successes relating to leadership in the organization.

Employers should seek new-leader feedback on the training process, with employee engagement applying to leaders as well. If they feel overwhelmed, ill-equipped, or unmotivated in their new role, it could cause poor performance for an entire team or department. Proper training is lucrative to leaders being able to properly support culture and gear the company towards success.

Ensure long-term success

Set quarterly goals to maintain, improve, and benchmark progress in relation to culture. Benchmarking makes it easy to see pain points more efficiently and helps employers determine what needs improvement as the company evolves and changes. What new values need to be devised to match changing demands internally and externally? What is working within the company’s culture strategy that sustains positive employee engagement? What is hindering it from being sustainable? With these questions routinely answered, actions can be taken to ensure continuous improvement.

Make routine feedback a quarterly goal as well to ensure right-from-the-source information regarding engagement amongst employees. Culture needs to evolve to align with changing employee demands and goals. Ensure feedback initiatives cover all levels of the organization to get a full scope of how the company can grow forward in order to remain relevant, keep employees engaged, and stay connected with their workforce.

If your business is in need of help of improving your company culture with quality talent? Reach out to Award Staffing’s account management team today!

How Quality Screening Can Reduce Employee Turnover

When you’re looking for new candidates for your company, you’ll always want to pick candidates that will reduce employee risk and turnover in the workplace. Conducting proper screening of your candidates is essential. Consider these suggestions

Verify Skills

One of the biggest contributors to employee risk is when the employee doesn’t possess the correct skill set for the job. Using simple challenge tests can ensure that the employee has the specific skill set the job requires, not just the general skills. This will reduce the risk of incompetent or bored employees

Perform a Background Check

Performing a background check on job candidates is a great way to reduce employee risk. Potential candidates aren’t always going to tell you everything about them, especially if they are desperate for employment. If you conduct a background check, you can verify that nothing incredibly serious or dangerous has happened regarding that particular employee. You will be able to rest assured that your other employees will feel safe when working in conjunction with this employee.

Hire Candidates with Realistic Expectations

One of the biggest factors surrounding employee turnover is when the candidate has unrealistic expectations about the job. For example, if a candidate thinks he or she will be handling the administrative desk but is really handling the storage and packaging of boxes, disillusionment will follow. Make sure your candidate knows the expectations and limitations of the job in the interview.

Hire Candidates Who Have Needs Met By The Job

If your candidate doesn’t have needs that are met through your job, he or she will be a higher risk of contributing to employee turnover. This means that your candidate’s skillset needs to match up with the skill set that the job is offering. You should not seek a candidate who is overqualified, but rather you should seek a candidate who is perfectly qualified for the job.

When you’re hiring new employees, you absolutely want to make sure you minimize employee turnover and risk. If you do a high-quality screening for your potential candidates and ask certain questions, you will be able to greatly minimize the risk of acquiring these candidates.

If you want help performing a high-quality screening for your potential candidates, contact Award Staffing. We use screening to present to you the best candidates for your needs and requirements.



Want to learn more about how Award Staffing can help your organization with your staffing and employment needs? Start by providing our team with a few pieces of information about yourself, and we will take care of the rest.

  • This field is for validation purposes and should be left unchanged.

Beyond Incentives and Bonuses

Two of our previous blogs, The Psychology of Incentives and Bonuses: The Downsides, discuss the not-so-positive aspects of incentive programs and bonuses. In fact, it might be time to step back and reconsider your employee bonus program. But, before you are too alarmed and scrap the entire bonus program, evaluate your options. Maybe the best option is to revise your current practices and offer alternatives.

Possible Revisions:

· While you may not be able to give 10% raises across the board, evaluate what you can do. The cost of turnover is high and the loss of top talent even more costly. If a little higher raise than you originally intended increases retention, it will cost you less in the end.
· Yes, employees want a fair wage, benefits, and the opportunity for rewards, but they also want to know how their responsibilities support the company mission and overall goals. Recognize performance, and goals reached. Provide timely feedback; a thank you, whether monetary or otherwise, that comes months after the fact loses its punch.
· If you choose to incorporate bonus program, keep it open to everyone, clearly communicate specific objectives and a well-defined process for both earning “points” and how the amount of a reward will be determined. Avoid a system that is too subjective.


There is more than one way to reward employees who are reliable, innovative, and focused, exhibiting a strong work ethic and completing their tasks correctly and on time. Employees who contribute both to company goals and an upbeat company culture.

Begin with words:

Begin with words of affirmation, recognition, and thank you’s –verbal and handwritten. Don’t hesitate to give public acknowledgment of exceptional work. It’s easy, low cost, and simple, but oh-so-vital to employee engagement. According to Engagement Stats by Lori McKnight (February 17, 2017):

· 69% of employees say they would work harder if they felt their efforts were better recognized.
· Praise from a leader amplifies the positive impact:
· The more recognition programs you have, the better your results. 67% of company’s who offer multiple programs discovered that when the number of programs reached four, the perceived effect on employee engagement, motivation and satisfaction grew considerably.
· Employees want feedback…the good, bad and ugly. 60% of survey respondents would like daily – or at least weekly – feedback. (The number increased to 72% for those under thirty. Even though 75% felt that feedback is valuable, only 30% receive it.

Add small, and sometimes substantial gifts to in the moment awards. From an individual award to someone who went above and beyond to an entire team, or an entire shift, giving a reward in prompt response to exceptional service is much more effective than an end-of-the-year general bonus, based on profits. Don’t forget the front desk – the face of your business – that person who sets the tone for public opinion or the behind the scenes guy/gal who keeps everything running smoothly.

Offer additional benefits:

Of course, health care is an essential and 401Ks, or other retirement options are often expected, but there are many possibilities for perks and benefits. In fact, according to 2018 Employee Benefits and Perks, Statistics posted by Brandon Carter (Feb 20, 2018); 80% of employees who were extremely satisfied with their benefits also gave high rankings to their job satisfaction, and 65% of employees who were highly satisfied with their benefits said their over-all morale was equally high. Different things matter to different employees. Some companies find success in offering options and letting each employee choose which one – or more – fit their style. Possibilities include:

· Increasing telecommuting options
· Flexible shift times. 42% of adults said they’d jump ship for a flexible work option (Yoh)
· Financial help with continued education
· Opportunities to attend conferences or participate in webinars – surveys reveal that businesses with strong learning cultures have 30-50% higher retention.
· Time off with pay to participate in charitable activities for community organizations – It not only says I care about you, it says I care about our community.
· Extra PTO
· On-site childcare, work-out facilities, cafeterias with healthy choices, etc.
· Mentoring programs – 94% of workers who participate in a mentoring program say that the opportunity demonstrates the company’s commitment to their employees.
· Host company-wide events that include their partners/families – caring about the whole person and their life beyond work makes an impact.

In the end, the principle that connects incentive programs, bonuses, and alternatives and results in success is the personal aspect. When owners, management, and leaders actively care about their employees, through recognition, gratitude, reward, and equity, employees respond with loyalty. If you want your employees to engage in their work, support the company mission, and connect to each other in a congenial culture, it’s up to you to lead the way.

If you’re looking to hire new employees but don’t know where to start, contact Award Staffing. We will be able to help you find the right employees for your unique business needs. If you’re searching for more tips and trick on how to improve your company’s workforce, check out our hiring solutions blog.



Want to learn more about how Award Staffing can help your organization with your staffing and employment needs? Start by providing our team with a few pieces of information about yourself, and we will take care of the rest.

  • This field is for validation purposes and should be left unchanged.

8 Downsides to Employee Bonuses

According to the Bureau of Labor Statistics, July’s unemployment rate dropped to 3.9. Aside from 3.8 in May and 3.9 in the year 2,000, this is the lowest rate in nearly 50 years. In spite of those numbers, pay raises remain abysmally low.

Many companies have chosen the route of bonuses. In fact, Salary.com statistics reported in USA Today that while less than 65% of North American companies gave year-end bonuses in 2016, more than 75% did in 2017.  These bonuses come in a variety of styles, including:

· Spot bonuses – recognition for going above and beyond
· Individual incentive bonuses – a reward for meeting a goal – usually predesignated – also known as a performance-based bonus
· Profit-sharing – when a company shares a piece of overall company growth
· Referral bonuses – pay for referring a prospective candidate who hires on and stays at least the specified time
· Productivity bonuses – designed to inspire, and then award an entire team, department, manufacturing floor, etc.

At first glance, bonuses seem to be a positive, growing trend. After all, who doesn’t appreciate a generous employer who recognizes an employee’s contribution? And, there are several pros that support the bonus concept, such as the potential for:

· Happy employees
· Increased company morale
· Improved company reputation – which attracts talent

But wait, before you do the happy dance, let’s take another look. There is growing research that points to the downside of bonuses.

The Downsides:

1. Employees who are considering a job change may choose to wait until the bonus is received and then turn in his/her resignation. If a company distributes bonuses “across the board” of at least to multiple employees, a company may find themselves facing a mass exodus right after paying out a large sum of cash.
2. When bonuses are paid in groups, but at intermittent intervals, productivity may fluctuate according to the bonus. As Ruth Mayhew, an expert on HR subject matter, points out in a recent article for Bizfluent, “This up-and-down in motivation and productivity can be costly for employers.”
3. The case of unrealistic expectations: Particularly when considering year-end bonuses. Once they are given, employees tend to expect them. If a “flush” year is followed by a decrease in revenue, companies may end up with disappointed, unhappy employees, resulting in a loss of morale.
4. Adverse employee competition: While a little friendly competition can be a great productivity booster, tying bonuses to the game may create a negative culture, building antagonistic peer-to-peer interaction.
5. While dangling the bonus carrot may light the fire under some employees, others feel the pressure and backtrack. According to Gregory Hamel in a post for Chron, this can lead to an imbalance of employee input and hinder overall productivity and efficiency.
6. The reverse effect: Sometimes the promise of a hefty bonus becomes an incentive to cut corners, cheat, and cross ethical boundaries, rather than improve performance.
7. Holding back on salary and benefits in exchange for bonuses can be a turn off for potential talent. Whether an active or passive candidate, top-talent players are usually seeking to increase their salaries. If not, they are searching for flexibility, growth opportunities, etc. The promise of a potential bonus is low on their list.
8. While an employer’s bonus may be fueled by generosity, it can backfire on the employee at tax time. The IRS considers a bonus to be supplemental income and therefore, it’s taxed at a flat rate, which is usually higher than the rate on employee wages.


While a bonus program may have some benefits, including giving a boost to productivity, consider the big picture and weigh both the pros and the cons in the balance before making your final decision. In our next blog, we’ll discuss ways to avoid the negatives as well as positive alternatives.

If you’re looking to hire new employees but don’t know where to start, contact Award Staffing. We will be able to help you find the right employees for your unique business needs. If you’re searching for more tips and trick on how to improve your company’s workforce, check out our hiring solutions blog.



Want to learn more about how Award Staffing can help your organization with your staffing and employment needs? Start by providing our team with a few pieces of information about yourself, and we will take care of the rest.

  • This field is for validation purposes and should be left unchanged.

The Psychology of Incentives

Employee retention is a troublesome issue for most companies. In fact, many experts estimate that $11 billion is lost annually to employee turnover.

Additional statistics are equally alarming.

· 59% of US workers are likely to leave their jobs for new opportunities (Adobe)
· About 70% of Americans are disengaged at work (Gallup)

On the other hand, according to HR Dive, 75% of causes of employee turnover are preventable.


Many employers offer a performance-based incentive pay in an effort to build engagement – which lies at the root of retention – and company loyalty. Some incentive programs provide individual bonuses based on an employee’s achievements, while others offer profit-related pay, which is based on reaching goals company-wide. Various studies indicate the potential for success – especially with individual incentives, but in reality, employers must dig deeper for lasting change.

In order to build robust employee-engagement levels, companies must first understand what ‘makes people tick.’ For example, according to Maslow’s hierarchy of needs, every person has five basic needs that must be met before he/she can grow and succeed.

1. Physiological needs – food, water, breathing, shelter, clothing.
2. Security and safety needs – physical protection, health and wellness, financial security.
3. Social needs – family and friends, social and community or religious groups, all of which bring a sense of belonging.
4. Esteem needs – appreciation, value, respect.
5. Self-actualization – knowledge of who they are and confidence that they are fully using their talents, capabilities, and reaching their potential.

Incentives then must do more than offer pay for performance. They must tap into the needs of individuals. They must offer:

· Valence: something that is of personal value to the recipient.
· Instrumentality: the opportunity to be instrumental in the success of a program; the knowledge that he/she is connected to the big picture.
· Expectancy: the confidence that he/ she is capable of the task they are assigned; the goal they must reach to receive the reward.

When taking the needs of individuals into consideration, engaging/retaining your employees involves more than performance-based pay incentives. Consider this list of essentials.

According to a Modern Survey (2014), two of the strongest engagement drivers are the belief in senior leadership – how your C-suite conducts itself is crucial – and opportunities for growth and development. From this, we can conclude that:

· A management staff who connects to employees and upholds company policies, transparency, integrity, etc. from the top down is critical.
· Offering onsite training, encouragement for continued education via flexible work times and financial assistance, opportunities to participate in webinars, technology training, etc., and a promote-from-within-first policy are extremely effective

A PWC survey of Millennials reveals that 52% of Mills value career progression and 35% appreciate the quality training and development programs. These incentives support, rather than eliminate, financial-based incentives – which appeal to 44%.

Access to digital capabilities is another hot incentive. Various surveys and studies confirm that nearly 60% of those surveyed said they switched jobs to gain digital skills and 40% said they left because their current company did not keep up with state-of-the-art technology. Workers shared that the most significant factors in accepting and then staying with a position were a company’s use of the most up to date tools (80%), innovative culture (72%) and reputation as a leader in digitization (62%).


A company’s success in attracting, hiring, and then retaining talent correlates directly to their ability to engage their employees. Incentives play an influential role in engagement, but focusing only on performance-based incentives may be more detrimental than helpful. Successful incentive programs understand their employees’ needs, providing a safe place where they can connect and belong, earn a stable living, and actively participate in the company mission in a way that brings value, utilizes their personal abilities, and encourages growth.

If you’re looking to hire new employees but don’t know where to start, contact Award Staffing. We will be able to help you find the right employees for your unique business needs. If you’re searching for more tips and trick on how to improve your company’s workforce, check out our hiring solutions blog.



Want to learn more about how Award Staffing can help your organization with your staffing and employment needs? Start by providing our team with a few pieces of information about yourself, and we will take care of the rest.

  • This field is for validation purposes and should be left unchanged.