Ask the Flexpert…What’s the Importance of Training and Development?

The importance of training programs to employees and the employers is exhibited in eight different ways:

Improved employee performance

The employee who has undergone thorough training has necessary skills, knowledge, and abilities to perform his/ her task better.  A skilled and confident employee will embrace his/her employer based on overall production.

Employee satisfaction

The company shows appreciation to its staff and thus employees feel valued and motivated.

Addressing weaknesses

Workers have varied abilities, skills, and knowledge. This is why teamwork is emphasized most in team building exercises. This training also creates a valuable connection between employees.

Consistency

Equips the employees with enough competencies and experience. The consistency results in enhanced performance.

Increased productivity and quality

If the workforce is motivated there is an observable growth rate in productivity and encourages the company to implement more training courses.

Increased innovation

The workforce needs training in order to fit in with the rapidly trending automation advances in every market.

Reduced employee turnover

Employees who are trained on how to operate and maintain modern industrial equipment and systems are likely to feel valued if investments are made in their career and less likely to leave employers who value them.

Enhances company reputation and profile

Helps to develop an employer’s brand and makes a company a prime consideration for graduates and mid-career changes.

So training and development offer both employers and employees with advantages that make the time and cost a valuable investment.

Call on Flexicrew to get some useful ideas how training and development are worthwhile for you to implement.

How to Lower Employee Turnover

Employee turnover or attrition is one of the major challenges for businesses nowadays. While involuntary turnover is usually not a cause of much concern; it is the voluntary attrition that requires close monitoring. Human Resource professionals spend considerable efforts into analyzing the causes of attrition and devising methods to lower employee turnover.  Following are some of the predictors of employee turnover trends and what can be done to combat them to lower employee turnover:

Job Satisfaction Levels

This is perhaps the most common reason people leave their jobs. They often have certain expectations and if things do not work accordingly, employees feel their individual needs are not being met. As a result, employees become disengaged or “checked out.”

Some ways in which this can be handled are-

  1. Ensuring proper role clarity. Employees need to understand their job descriptions properly.
  2. Role alignment with individual career aspirations.
  3. Avoiding any kind of role conflict if possible.
Relationship with Manager

There is a reason why it is said that people do not leave jobs, they leave their managers. If there is a lack of supervisory satisfaction, then it can be a predictor of higher employee turnover.

To handle this, some of the steps that can be taken are as follows-

  1. Managers should be trained on how to handle teams.
  2. ‘Skip-level’ meetings are a great way to ensure effective communication channels between leader and subordinates.
  3. If an employee raises an issue with their supervisor, proper steps should be taken by the HR department to address the issue. This will help to lower employee turnover.
Team Dynamics

The teams that employees work in become their families at the workplace.  And if there is no team bonding, employees might lose motivation to come to work.  An effective way to ensure better team dynamics is through employee engagement activities and team-building exercises. Events such as company picnics or team parties are great places where people can connect and build their networks. This, in turn, creates an environment which motivates people in their work, thus leading to lower employee turnover.

Misalignment with Role

This happens when the hiring is not done carefully enough, resulting in a skill set mismatch. In such a case, an employee will feel out of place in their role and decide to leave. Companies can lose good workers due to this.

To prevent this from happening, care should be taken during the hiring process as mentioned below-

  1. Recruiters need to ensure that they choose candidates with the required skills for the job.
  2. Proper learning and development sessions also help to lower employee turnover in the future.
Behavioral Indicators

These are the predictors which usually indicate employee’s engagement levels and hence give an idea of whether they might leave or not. Some of these behavioral indicators are absenteeism, performance, punctuality, etc.

If noted, these can be addressed in the following manner to ensure lower employee turnover-

  1. If absenteeism or lateness is high, then the manager or HR can have a one-on-one discussion to get to the root cause of the problem. Often, these problems can be solved with a little bit of flexibility.
  2. Should performance become an issue then the employee must receive proper feedback and the necessary support to improve.
Conclusion

Employee attrition can become a big problem if not dealt with in a timely manner. At the same time, there are so many steps that can be taken to lower employee turnover. Businesses must care for their employees to become successful; after all, employees are perhaps the biggest asset they have.

If your firm experiences high employee turnover, contact Flexicrew to help improve your recruitment efforts.

Avoid These Mistakes When Hiring A Staffing Agency

There are thousands of staffing companies that exist in the U.S. with many of them well known. That can offer some reassurance and make for easy decisions on hiring a staffing agency. But, problems and mistakes can occur if your company has a need for special skills. Or, you want employees who fit either a narrow range of criteria or too many. Nothing is ever guaranteed and unfortunate surprises can happen because of intense competition in the temp staffing industry. Due diligence and keeping a keen eye on third party providers must be maintained.

Hiring a Staffing Agency

Just as you want to cast the widest net possible if you are searching for employees, the same applies to staffing agencies. The best practice is to use multiple staffing agencies when possible. You never know what is happening within another business. That means a level of trust has to exist on your part that any agency is doing everything right. Proper screening, background checks, and ensuring people with the skills you want are referred. Working with 1-2 agencies creates overlap that could work to your benefit.

All employers want highly skilled, experienced, and educated employees. Imposing a list of criteria and asking temp agencies to find candidates who fit the bill is a toss-up. Of course any agency working for you will do their best to come through with qualified people. To be fair, the exact nature of the skill sets you seek will make a difference. Obviously there will be varying amounts of difficulty depending on what you want. The risk is receiving applicants who are not fully qualified which means wasted time. Your company may have to wait much longer while the agency tries to fulfill your requirements.

You may be tempted to choose an agency that works fast and seems to deliver results very quickly. There is minimal contact from them which may be a plus because you are very busy. That is the company you want to avoid because they are not building a relationship with you. A staffing company must know your business on a deeper level so they understand your needs. In the future, take notice of efforts to visit your business to discuss your needs and even look around your operations. The best long term arrangements are built on positive and stronger relationships.

You can avoid wasted time by going beyond the interview process and testing candidates. Or rather, have the interviewing agency do this for you. Your company can create a test as part of the screening process. Most agencies only interview candidates, and there is no guarantee about the quality of the process. The best approach here is to ask potential agency hires if they are willing to do this. This is one test of the agency and will measure their desire to provide great service.

There are many factors contributing to mistakes made when hiring a temporary staff agency. Since avoiding them can be challenging, you have to perform your own due diligence. In time, you will learn which agency to pass on and those with whom a cultivated business relationship is desirable.

Flexicrew Staffing Agency Best in GA and east TN

The subtle secrets mentioned above are what you should be looking for before settling on the staffing agency that you intend to work with.  Give Flexicrew a call and we’ll work our magic on your workforce!