Poor employee experience rears its ugly head in many forms. The most common is, arguably, high attrition. It can also show itself in the form of attendance issues, lack of interest in advancement, negative attitudes and drama, or consistently mediocre performance. If your company culture has tanked, here are 3 tips to getting it back in gear:
Talk to the team you have now. Ask them where the company has opportunity for improvement. Give them several avenues to share their opinions and ideas. Make your leadership team and HR team available in time slots for employees to sign up and chat. Put out several ways to share anonymous feedback for those who don’t feel comfortable talking about their opinions, or fear retaliation. Make it easy for them to make suggestions. Then, wait. It will take time for some to feel comfortable enough to share. But, eventually, if you show this is ongoing and not a fly-by-night attempt, you will earn the trust and engagement of many of the game players.
If you are super committed to gaining the feedback of your employees, incentivize it! Put guidelines around it and make it easy, but the most process improvements or thoughtful suggestions made might earn a gift card or another small incentive. You’ll be astounded at the culture that builds around encouraged collaborative improvement!
Make it Personal
Be intentional about your purpose in change. Create a mission, make a plan and stick with it. This will encourage consistency in the message which, in turn, will build trust in a shorter time frame then an ever-changing ideal. It may take serious time, especially for those cultures that are particularly tainted, to turn around and become a positive flow of engagement. Do not give up!
A true commitment to creating a positive employee experience will involve every employee at every stage of their employment. It will look very similar to and be as intense as creating a business plan. In fact, it is a business plan. It is not a bunch of fluff to try to make people happy. It will take the true and authentic vision for the company and embody that mission through unified focus on a complimentary culture. It will not be for the faint of heart. You cannot make changes by throwing a few pizza parties or handing out bonuses. Be prepared for the long haul. The results will amaze you!
Give it Time
This is not a project or an initiative. This is a commitment to lifelong change for a positive work environment and company of growth. A commitment like this will be an investment and a struggle at times, but the results will only be as long-term as you commit to them. If you make a short-term effort, that effort will likely backslide, and things might end up worse off due to lost trust.
You will not become Amazon or Zappos overnight. You might not even ever come close, but you will set your own path and see definite results. Lowered attrition saves on recruiting, on-boarding, and training expenses. Positive cultures breed productivity. If you take those savings and increases, reinvest them back into your team; suddenly you have a long-term, sustainable culture to be proud of.
Taking employee experience from not so desirable to a positive company culture is a long, hard road with abundant destinations. The keys to setting forth on this journey is to work with your current employees, designing a set plan to reach goals, and being patient with the process.
For a plan of action to improve the opportunities in your current culture and processes, please visit J. Fre Consulting HERE to book your Free Initial Consultation. Join the conversation at facebook.com/JFreConsulting!
Remember to nurture those Customer REAL-ationships too! Check out this eBook on shifting to a Customer Focus: Click Here!
Gone are the days where you could take your time and find the ideal candidate without wasting considerable money. No longer is it likely for you to receive an abundance of applicants with one generic job posting. Unemployment is at an all-time low and the worker demand is slim. Below are 5 tips for gaining your ideal candidate:
It’s All in The Details!
Take the time to thoroughly review your job posting. Be sure it fully and honestly includes every skill and experience you require and prefer in the ideal candidate. To be generic may get you more applicants, but they will be applicants that do not necessarily have those skills needed. More unqualified candidates equals unnecessarily long interview processes and wasted time. That doesn’t benefit anyone and has a negative ripple effect.
Identify things about your company that make your employees excited to work there. Identify unique perks you currently offer or might consider offering. (There is a company near me that manufactures boats. That company, with specific guidelines, offers the ability to take out one of their boats for free several times per year. That is unique!) Highlight those unique perks in your Job Posting and when speaking with candidates. Sell your company without begging for help!
People not Numbers
Review your hiring and onboarding process. (If you don’t have a process, create one!) Realize that the interviewing and onboarding process has a large impact on the lives on your candidates and their families as well as their opinion of your company. Dragging your potential hires through a 6-week intensive interview process where they must drive to your location repeatedly and potentially go without income awaiting your decision, just plain isn’t nice. It’s also not a very good initial impression on your new employee(s). Condense your process, maximize your resources, and give options. If you do have a large candidate pool, start your interviews over the phone and go thru several in-person steps in one day. Start your employees off on the right foot, loving their new company. You’ll be glad you did.
What’s it Worth?
Minimum wage has risen drastically over recent years, and many are trying to pay as close to that wage as possible as a result. Pay your positions what they are worth to the company. If you cannot offer a compensation package that is worth what you are asking from people (this includes the stress or drama that may come with your department) then maybe it is not the time for you to hire. Maybe, instead, you need to invest that low salary into assessing and revamping your company culture, so it is a better place to work. Think about it.
Outsourcing and Staffing Agencies
If you don’t have the time or commitment to perform everything above, or you simply would prefer someone else do it right. Instead, spend some time interviewing companies that can staff your position for you from an already established, large candidate pool with qualifications that fit your needs or who can take on a department or section of one and train, operate, and mange it for you. This can be a giant cost savings to you if you choose the right company.
Old practices will no longer get you the same old results. Generational differences and supply and demand shifts have all but eliminated the “I’m just lucky to have a job” mentality. To truly build a successful and efficient team, an environment now must be cultivated for satisfied employees. The true secret in workforce strategy, is asking questions of your current team and potential candidates!
For assistance in evaluating your current processes and a plan of action to improve, please visit J. Fre Consulting HERE to book your Free Initial Consultation. Join the conversation at facebook.com/JFreConsulting!
Don't forget about the customers! Check out this eBook on shifting to a Customer Focus: Click Here!