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

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.

Improve Your Hiring Process in the New Year

Many people like to make a New Year’s resolution – they’ll hit the gym more, read one book per week or learn how to cook that great dish. There’s also an opportunity for hiring managers to make some professional resolutions of their own. After helping many managers over the years, we have some thoughts on how you can streamline and improve your hiring process as we welcome 2020.

There are some basic steps that you can take to make sure that your hiring process is firing on all cylinders. These strategies have immediate benefits in the form of smoother recruiting and the retention of your best talent.

Standardize your process

Hiring processes, especially those at smaller organizations, can be all over the place. There might not be a clear process on who is interviewing candidates, how feedback is shared and who needs to be notified of the next steps. This is frustrating for employees and job seekers alike. We recommend standardizing this process so that everyone is on the same page regarding expectations and next steps. A flow chart is a good way to help everyone visualize these ideas.

Harness the power of social media

Social media is a powerful tool across all facets of our lives. Recruiting and hiring are no different. Candidates will research your organization across these mediums and it’s partially up to you to ensure that they like what they see. Interacting with job seekers via blog posts, tweets and postings on other networks will be integral to reaching top candidates for your openings.

Revamp your job postings

Think about your job descriptions that are currently posted. When’s the last time they were refreshed? Have you been posting the same description for the same role for a few years now? Chances are that its outdated, causing some candidates might be skipping right over it. Take the time to look back through your postings and make sure the language is spruced up and appealing to current job hunters.

Show candidates why your company is the best

Job seekers want to see companies putting real thought and effort into finding and retaining key personnel. Your website and hiring process should reflect how seriously your company takes the satisfaction of candidates. Your company benefits should be clearly described on your website, for example, and your hiring team should be prompt in providing feedback on all applications.

Seek outside help

Another option for hiring managers to consider is using an agency for positions that have been difficult to fill. Our team is a professional and detail-oriented group that knows how to draw the best talent for your organization. We deliver the results that dynamic companies need, and we can help you achieve your hiring goals.

Every new year brings an opportunity for individuals and businesses to assess and improve themselves. Your hiring process should be part of this reflection and evaluation. An improved hiring strategy will pay dividends for years to come and help ensure a fruitful and sustainable future for your organization. Contact us today so we can discuss your hiring needs.

Why You Should NEVER Skip Background Checks

Why You Should NEVER Skip Background Checks

Background checks can be a tricky subject. Some employers require them, whereas others feel that they can be a breach of trust. When done properly, a background check can serve as a great way to preserve the integrity of your workforce and ensure that the hires you’re making are consistent with the rest of your team and company’s values. Here’s why you shouldn’t skip background checks:

Knowledge is Power

The more you know about the team you’re putting together, the better. While background checks can be a time-consuming process, it’s essential to know who you are hiring exactly and what you should be made aware of in the onboarding process. For example, if a new hire has been convicted of a felony or misdemeanor, you should know what that was and the circumstances surrounding it, so you can make the best decision for your company as to whether or not that new hire is the right fit.

Skipping Background Checks Can Be Costly

Background checks exist for a reason: to make sure you don’t hire someone who is going to hurt you, your company, your company’s reputation, or your employees. If you don’t do a background check, you could end up hiring someone who has some of those intentions and/or runs your business into the ground. While conducting a background check isn’t cheap, think about the costs associated with hiring a corrupt individual who can do so much more damage on his or her own.

Can Improve the Seriousness of the Applicants

One way you can make background checks efficient for your company is if you tell hires that their hire is contingent on them being able to pass a background check. This improves the seriousness of the applicants for several reasons. First of all, if a person has a big enough concern that s/he wouldn’t pass a background check, s/he likely wouldn’t apply out of fear that s/he would make it to the final interview stage and then not be offered the job.

Second of all, it shows that you take pride in your company and the employees you hire, so they will be much more apt to take the entire interviewing process more seriously and only come to you when they are ready to be a responsible, hard-working employee. Once you see the value in performing background checks, your interview process will run much smoother because your interview process will have a type of pre-qualification process put in place.

If you need help from a staffing agency to make those initial connections with potential employees, contact Award Staffing.



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.

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