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4 Reasons for The Great Resignation-Don’t Ignore

.The Great Resignation by millions of workers monthly stems to a significant degree from dissatisfaction with their current job.

The Great Resignation shaping future of work

Statistical data regarding employment in the United States like the Job Opening and Labor Turnover Statistics (JOLTS) indicate that the number of people resigning in the last six months has increased significantly. In some months, the percentage of people resigning has been the highest in the last twenty years. Both employers as well as employees would like to understand the Great Resignation.  What are the reasons why so many people are choosing to resign? How it will affect their business or career. This will help them in taking the right decision and planning for the future.

The Great Resignation and causes

1.Postponed Resignations

When the COVID-19 pandemic started in March 2020, many employees lost their jobs. There was a lot of uncertainty about the future. Workers were unsure whether it was worth the risk of joining a new unfamiliar company. Normally, many employees change their job if they are not happy or are getting a better opportunity. During the COVID-19 pandemic for more than one year, many people continued with their job. This was the case even if they did not like it or disliked their boss.  Changing jobs was risky. Thus, postponing their resignation made sense. Now that the economic conditions have improved.  Workersare more confident and willing to take the risk, so they are finding new jobs.

The Great Resignation continues

2. Changed Perspective

During the COVID-19 pandemic during the lockdowns, people were largely confined to their homes and had free time to think over their priorities for their life. A large number of employees lost one or more relatives, friends, and colleagues to the pandemic. They realized that their life is short, and they would like to spend their time in a better way.  Instead of working in an office or workplace they did not like, spending a few hours daily commuting to their workplace, they had an epiphany. Many realized that the present job was not suitable and resigned after getting a better opportunity.  And some workers resigned without alternative employment to be able to spend full-time in job search mode looking for a job they could love.

3. Job Availability

Some businesses and sectors were more affected by the pandemic especially travel, hotels, restaurants, sporting events, live concerts, and entertainment.  This resulted in large-scale job loss. After vaccinations were available, the COVID-19 cases have reduced, so there are a large number of jobs available. Due to the shortage of talent, it is easier to find a suitable job with a better salary compared to a year ago. Since people are finding better jobs with good salaries easily.   They are resigning from their existing job for greener pastures, especially if they do not like their present employment.

4. Remote Working

Many business continued to function during the pandemic, with their employees working remotely from their home. These employees were saving time and money they spent commuting and other expenses by working remotely and could spend more time with their families.

One worker told me that during months of the pandemic he spent more on gas for his lawnmower than for his automobile.  He loved that!

With the number of COVID-19 cases reducing, businesses started asking their employees to return to their normal workplace routine, typically they are being asked to work in their office or on their job site from 8 or 9 am to 5 pm. Some employees, especially those who are commuting longer distances may not like this option. And they are resigning since they would like to continue working remotely. Often these employees have more savings, and so they can afford to take the risk of trying different jobs.

The Great Resignation caused by work conditions and money

Sum-Up

The upheaval imposed upon the workforce by the COVID-19 pandemic afforded all of us a once-in-a-lifetime occasion to review and judge every attribute of our lives through a completely new point of view and different yardsticks.

This gave job seekers the potential to select the pandemic era lessons they wished to endorse and which adjustments to abandon and give up in their future work lives.

Employee shortage is killing employers

Partner with the Right Staffing Agency

The first-class way to find a new position during the upheaval of The Great Resignation is to sign up with a specialist staffing agency.

Here at Flexicrew Staffing, we’ve got your back to promote you and highlight your skills and abilities to our clients who are looking for the right talent.

We get to know you – your skills, likes, dislikes, requirements, and so forth.  We want to be sure we match you to excellent opportunities the moment they are accessible. And we counsel you and support you the whole time, until you sign up with your new employer, and afterward, as well.

Upload your resume with Flexicrew. Let’s get you connected with the best industrial employers right away.

 

Lost Your Enthusiasm for Your Job – 4 Ways to Get it Back

Getting Back on Track When You’ve Lost Your Enthusiasm for Your Job

Have you lost your enthusiasm for your job? Did your drive for first-rate performance desert you? If it has, don’t despair. It has happened a lot in these times.  Others are going through the same feelings!

Lots of workers lose their enthusiasm for their job at some juncture particularly when the environment is disheartening or your workplace is demoralizing. It can be a case of a difficult supervisor or co-workers, or because you are stuck in a low-paying position, or just the wrong job fit.  For millions of workers these days it’s due to the whole Coronavirus environment.  Regardless of the cause, if you lost your enthusiasm for your job it can be a downer. However, there are ways you can get back on track and regain enjoyment for your work.

Lost your enthusiasm for your job

Let’s look at four of the things you can do right now to regain your enthusiasm for your job.

1.Know How to Break Free from What Is Restricting You at Work

It’s a good idea to figure out exactly what it is that is holding you back. Is it self-doubt? Or maybe you had unrealistic expectations that led to you giving up on your career aspirations? When you figure out exactly what it is that has caused you to lose your enthusiasm for your job, you can then work on getting it back.

2. Install a Beneficial Habit

An action that will really help you to regain your enthusiasm at work is getting into a healthy and positive routine. The things you do each day, determine how you feel. So, if you are currently feeling down and like you are just coasting blindly through your job, switching up your routine can help.

Even before work, start with your morning routine. Does it make you feel energized, positive, and inspired? If not, change it up so it better serves you. Avoid checking your phone and the news as soon as you wake up. Take steps the night before to organize your work assignments for the next day.  That will make your mornings easier. When you start your workday right, it can leave you feeling a lot more positive throughout the entire workday.

3. Assemble Positive Co-workers in your Team

As you’ve probably guessed by now, staying positive is key to regaining your work enthusiasm. The co-workers you surround yourself with make a huge difference to how you feel. If you currently spend time with negative workers, you will naturally have a more negative outlook on your job too.

When you start to spend more time with positive employees in the work environment, you too become more positive. You will see opportunities and start to enjoy each day. Your inner circle should consist of associates who are enthusiastic about work.  They are positive toward the company.  They are good team players. These team members will build you up and support you. When you have encouragement and support like that, it helps you to feel like you can take on anything and accomplish your assignments.

4. Recognize When You Should Reach Out for Support

Occasionally, you can’t feel much enthusiasm for your job is since you may actually be depressed.  If you undergo minor depression, these suggestions may help you free yourself from your current low state. But, if you suffer from medium to serious depression, you may need professional assistance to break the pattern and reduce the symptoms. Obtain this professional assistance could prove invaluable for getting back your passion and joy for your job.

Every worker has occasions when they lose interest in the job. However, it’s important to recognize that you are not trapped perpetually in that attitude. There are actions you can take immediately to gain back your enthusiasm and have a satisfying job.  You certainly can become more engaged and feel more fulfilled  by your worklife.

In Summary

Research reveals that every worker goes through changes in their feeling toward their job over time. You can either accept all the good that changes in your position offers, or you can feel stuck and lost your enthusiasm for your job.

If you flounder in the latter, you’ll continue to feel discontent, never fulfilled – always wondering why you lost your enthusiasm for your job.

So, step back, pause and commit to making necessary changes. Who knows? You might even come to enjoy your job in its ups and downs.

Flexicrew Assistance

Flexicrew identifies job opportunities for workers and talks them through the best job that matches their goals and their backgrounds.  Contact us Today to gain our support.

When You Lose Your Enthusiasm for Your Job How to Regain it

Need to regain your enthusiasm for your job? Have you lost all excitement for your work? Did your “get up and go” get up and leave? If so, you certainly aren’t alone!

Many people lose their enthusiasm for their job somewhere along the way. Whether it is due to the depressing business environment, a change in your work assignment, or because you are simply stuck in a rut; losing your enthusiasm can stink. However, there are ways you can get back on track and regain your enjoyment with your job.

Regain your enthusiasm for your job

Let’s look at some of the things you can do right now to regain your enthusiasm for your job…

What Is Holding You Back

It’s a good idea to figure out exactly what it is that is holding you back. Is it self-doubt? Maybe the pandemic has you anxious.  Or maybe you had unrealistic expectations that led to you giving up on your career aspirations? When you figure out exactly what it is that has caused you to lose your enthusiasm for your job, you can then work on getting it back.

Get Into A Healthy Routine

One thing that is going to really help you to regain your enthusiasm for your job, is getting into a healthy and positive routine. The things we do each day, determine how we feel. So, if you are currently feeling lost and like you are just sailing blindly through your job, switching up your routine can help.

Start with your morning routine. Does it leave you feeling energized, positive, and inspired? If not, change it up so it better serves you. Avoid checking your phone and the news first thing in the morning. Prepare a to-do list or organize work documents or tools the night before that will make your morning work activities easier. When you start the day right, it can leave you feeling a lot more positive throughout.

Surround Yourself With Positivity

As you’ve probably guessed by now, staying positive is key to regaining your enthusiasm. The co-workers you surround yourself with make a huge difference to how you feel. If you currently spend time with negative co-workers, you will naturally have a more negative outlook on your job too.

When you start to surround yourself with positive associates, you too become more positive. You will see opportunities and start to enjoy each workday. Your inner circle should consist of people who build you up and support you and have an enthusiasm for their job and your employer. When you have encouragement and support, it helps you to feel like you can take on any project.

Know When To Seek Help

Sometimes, the reason we can’t muster up much enthusiasm for our job is because we may be suffering from depression. If you suffer with mild depression, the above tips may help you to overcome your current low state. However, if you have moderate to severe depression, you may need professional help to battle the condition. Getting this help from Human Resources or from an outside professional can prove invaluable for getting back your passion and joy for your job.

Everyone goes through times where they lose interest in their job. However, the key thing to remember is that you are not stuck. There are things you can do right now to regain your enthusiasm for your job, become more engaged in your work, and feel more satisfaction and fulfilment.

4 Simple Tips to Enhance Workplace Communication

Regular interaction between employees can greatly improve the work culture and productivity in an organization. Communicating effectively at the workplace will greatly improve relationships between employees and help in completing important projects faster. Better communication greatly improves the performance of the employees at work, while making the team members trust each other.  And that trust interestingly lends itself to improved self-esteem.

workplace-communication 4

Research information indicates that organizations where employees communicate well with each other are likely to have a turnover rate for employees which is approximately half the average for the industry sector.

Periodically every person is likely to find that he is not able to communicate effectively with others due to various reasons. These can lead to misunderstanding with others and irritation.

Some methods for improving communication between team members are discussed below. These are some of the simplest techniques which the organization can incorporate in the daily routine of the employees and improve the relationships between team members and other employees, making them more responsive.

Improve Trust Levels

If the employee trusts the manager or other senior employees, he is more likely to contact the manager and inform him about any kind of problem which he faces at the initial stage if he can’t solve it himself. Hence to improve the trust levels, managers should develop a rapport with their employees first. For example, when a new employee joins the organization and is undergoing the orientation process, the supervisor could take the new employee for lunch with other team members. During the lunch, the employees should discuss their life, habits, approach to life instead of business. Though this may not take much effort, it is a very effective icebreaker, improving communication between team members significantly and quickly.

Offer Compliments in a Better Way

Though the manager can use the standard term “great job” to compliment the employee who has done the work assigned well, it is usually not very helpful. However, in some cases, the employee may get confused, since he will wonder which specific aspect of the job was done well, so that he could replicate it later. Instead, the manager should focus on the specific aspects of the task or work done by the employee, so that he knows his strength and specifically what got him the praise.

Give Feedback Which is Constructive

Most employees have received negative feedback from their supervisor delivered in a harsh tone, which destroys trust and communication permanently. So, while giving feedback it is important to review the specific action, and not pass comments on the character of the employee. The worker should be given the opportunity to share their views and help in a positive way.

Processes Should be Streamlined

If the organization is working on a very large project, with many stakeholders, there is likely to be communication letdown between the employees at some stage. This malfunction should be used to improve the process and prevent similar problems in future, removing any hurdles which the employees face. When the employees are informed about the process changes, the manager can also get feedback from the staff on the effectiveness of the processes, to make necessary charges in future if required.

On a Final Note

Effective communication within the workspace plays a crucial role in improvement of a business and success of any organization. When communicating, nonverbal communication must also be considered. How a supervisor or subordinate delivers a message has a lot of effect on the meaning of of that communication and the resulting action.

Improve Communication with a Staffing Agency’s Support

Flexicrew can help improve your work environment communication, reduce your anxiety and stress by assisting you with workforce planning and recruiting the quality talent that you need in this uncertain time.  Contact one of our workforce professionals Today!

Majority of Workers Want Safe Return to Office

Excerpted from Eden Workplace survey published 3/10/2021Safe return to workplace

85% of office workers are looking forward to returning to the office in some capacity according to research.  This however, does not necessarily reflect non-office or contrach workers.

Eden Workplace released findings from its Eden Workplace Return to Office Survey, which finds that at the 1 year mark of quarantine, 85% of office workers are looking forward to returning to the office in some capacity. The survey was conducted by Wakefield Research and involved 1,000 nationally representative U.S. full- and part-time office workers ages 18+ between February 9th and February 17th 2021.

As the availability of COVID-19 vaccines has elevated discussions about employees returning to the office, the survey reveals more than half (52%) of office workers report socializing with colleagues as their top reason for wanting to return to the office. Other missed benefits by employees included having access to proper work equipment (44%) and getting out of the home (44%).

Attitude Differences by Segment 

The results also indicate different perspectives by age, ethnicity, and education levels. While 89% of millennials wish to return to the office, only 80% of baby boomers felt the same. Also, while 90% of non-white office workers expressed that they were looking forward to returning to the office, the results for white office workers were slightly lower at 84%. In terms of education, those with a college degree were the most likely to want to return at 90%.

Employee Health & Safety

The survey results also feature a number of insights related to safety, including that more than 3 in 5 (61%) respondents want strict enforcement of COVID-related workplace regulations by their employers. In fact, a quarter (26%) even feel that employees who violate COVID safety rules should face the steep consequence of being demoted or even fired.

The survey data showcases just how strong the national demand is among employees to return to the office, but also how insistent they are that employers provide a safe environment. The enthusiasm was universal, but it was especially strong for earlier career team members as well as non-white team members. It is clear that people miss seeing their colleagues.  A more flexible future is desired with a shift to the hybrid office.

Other Key Fndings

Employers are going to have to rethink their approach to traditional in-house proceedings.

  • Two-thirds of office workers (66%) will not be comfortable with in-person meetings unless everyone in attendance is at least six feet apart.

While most workers miss their coworkers and they don’t expect a major shift in how they will dress for work.

  • More than half (53%) expect to return to their pre-COVID, in-office dress style.
  • Another 23% think their colleagues will use the opportunity to showcase more formal attire (9%) or stylish and chic outfits (15%). On the flip side, 24% expect their colleagues to dress as casually as they did while working from home.
COVID Protections

Most workers feel basic COVID protections are important, but there is a large discrepancy among employee expectations depending upon access to COVID health and safety information and their level of displacement during quarantine.

  • The vast majority of workers expect free hand sanitizer (71%), company-provided masks (61%), and their workspace to be socially distanced (59%).
  • Meanwhile, those who never worked from home are far more likely to not want their employer to enforce COVID rules (46%), compared to those who have been working from home during quarantine (38%) and those who have already returned to the office (33%).
Technology to Keep Employees Safe

One prominent theme from the data is that, despite some variation in employee expectations about how the return to the office will roll out, they want to go back. Working from home clearly has its place, but the drive among workers to be among peers and colleagues is extraordinary. The timeline for a full return to the office is fluid, but it seems that we have turned a corner. It is therefore critical that employers invest in the proper technologies to help them manage their space and keep their employees safe.

You can review the full results from the Eden Workplace Return to Office Survey here.

Flexicrew Staffing Keeps you Informed

Flexicrew will continue to monitor changes in the workspace, worker attitudes and employer actions.  Stop back for pertinent findings.

7 Simple Ways Managers Can Offer Employees Appreciation

Research indicates most employees lack a feeling of appreciation or acknowledgement.  HR personnel, executive coaches and trainers hear that frequently from employees. So what is necessary to change that phenomenon?Employee Appreciation

Here are seven easy techniques to show employees appreciation and help them feel their work is valued.

1. Thank Them

A simple way to give workers recognition is to thank them verbally for their hard work or  for their performance above expectations. A simple word of encouragement can boost morale and it only takes about 15 seconds.  When you take time to write employees a hand-written note, it makes a big impression and is important to them.

2. Hand Out Small Rewards

You could give out $10 gift cards to supervisors that they could provide to their team members when they excel. Frankly, it may be only a simple gift card and it may only be for $10, but the perceived value is much higher.

3. Provide an Extracurricular Opportunity

When a worker performs at a very high level, give them an opportunity as a token of your appreciation. Express your appreciation for their high-level performance  and show your appreciation by sending them to a training program they wanted or allow them to attend an external conference where they will hear about new industry trends that will support their jobs.

4. Reflect Employees’ Goals

Get together with workers regularly and consistently to ask them their short-term and longer-term goals. Let them know that you, as their supervisor want to help them achieve those goals. They will appreciate your willingness to support their success.

5. Spread the Word to Co-Workers about a Worker’s Achievement

When an employee contributes outstanding performance, distribute a ‘congrats’ group text or email to anyone on the team or those outside the team who interact closely with that worker and include key executives. Discuss the employee’s achievement with others and thank him/her for their creativity and their hard work. Doing this illustrates that you value their result  and  stimulates praise and recognition from their associates.

6. Assign Them to a High-Profile Assignment

A simple approach to express appreciation is to assign a high performer to a high-profile project that illustrates confidence in their abilities and talent. This also gives them a chance to have a higher profile in the company. Make known that you designated them for the project because of how you’ve appreciated their high achievement.

7. Make Praise Specific

To recognize the achievement of workers, inform them specifically what it is you appreciate. Don’t praise their hard work.  Many employees work hard and put in overtime. Rather, express your appreciation for their accomplishment on a specific assignment. Point out how you liked that it was well organized and the implementation was well done and the results were outstanding.  This also makes them and associates want to repeat that behavior so they get praise and feel valued on the next project.

Need Help Finding Top Performers for your Team?

Call Flexicrew. As one of  the Southeast’s top staffing agencies, we have 14 years experience serving employers – and helping them find truly exceptional people. Contact us today to learn more!

Tips for Keeping Employees Engaged During a Market Downturn

Keeping employees engaged remains a major concern for the organizations and specifically the Human resources (HR) department. Keeping high employee engagement levels remains a challenge for most employers. Surveys have observed that less than half of businesses believe that their employees are engaged in their work, and will make an additional effort to do the work. This indicates that most organizations require a lot of help in this matter. Most businesses think that less than two thirds of their employees are engaged in the work.

employee engagement

The immediate supervisors of the employee and leaders are the major factors affecting employee engagement. Some of the tips for managers which will help in keeping employees even during a downturn are listed below:

1. Employees are Assets
  • Employees should be considered as assets for the organization, not expenses and treated well. The leadership of the organization should be aware that if the employees are fully engaged in the work they do, they will add more value to the work they do. It is advisable to define the roles for each employee, define goals which are linked to the goals of their department, division or the entire company.
2. Employee Appreciation Culture
  • The organization should foster a culture of appreciating employees. The employees should be aware that they make a difference and help the business attain its targets and often exceed them. The employees should be informed about how their behavior is linked to the company goals and values using a strategically designed program for recognizing employee efforts. This program will show how the work done daily by the employee contributes to the achievement of company goals.
3. Employee Recognition
  • Improving performance by recognizing additional effort. If the employee is frequently and consistently recognized for his additional effort in the right way, it will result in a greater boost to the performance of the employee. It is observed that the return on investment (ROI) for a well designed recognition program is usually far more than the annual salary increased. The program rewards should be at least 1% of the payroll of the business. The organizations should reduce their annual increments to the lowest possible and encourage better performance from employees by implementing a suitable recognition program.
4. Open and Honest Communication
  • It is important to have an open and creative discussion with workers either face-to-face or in a group. For this, the supervisor should stop considering his own agenda and expertise and consider his subordinate(s) needs. This can help in increasing the engagement of teams since assumptions are questioned, different opinions are considered and problems are converted into opportunities
Employee Discussion Process

Some important considerations which should be discussed and documented after such discussions focus on the following:

– What are the problems which we are facing in this area?

– What are the reasons why we face these problems?

– What can the employee, team or our organization do to get a better result?

– What is the team or organization doing at present which is causing problems?

– If the problem is resolved, how would conditions improve?

After this, the information provided should be converted into plans which can be implemented.

Increasing the recognition of the employees, being involved with the employees, their problems and offering better opportunities for career growth can help improve employee engagement. Organizations with high engagement levels are more likely to be monitoring the engagement of the employees closely, recognizing better employee performance offering career growth. The workforce will also have leaders and supervisors who improve employee engagement.

Recruiting Engaged Employees

Need assistance recruiting engaged workers, call on Flexicrew or just pick our professionals‘ brain for creative ideas.

What the $2 Trillion CARES Act Means for Small Business Owners

Paycheck Protection Program

As of April 16, small business relief funds offered through the Paycheck Protection Program (PPP) had been depleted.

On April 27, PPP officially reopened at 10:30am EDT. The program was refunded with another $310 billion available to small business owners. If you haven’t already, contact your bank or preferred lender! If you need more help and clarification on what PPP is, if you qualify and how to ensure your loan is forgiven, keep reading…

The $2 trillion Coronavirus Aid, Relief and Economic Security (CARES) Act was signed into law on Friday, March 27.

The legislation includes a number of business-boosting relief programs, the largest of which is the Small Business Association’s (SBA) Paycheck Protection Program or PPP.

As of Wednesday night (April 15), the SBA is reporting that 1,562,000 PPP applications have been approved, totaling over $329 billion.

The good news is that loan applications have officially been approved by the SBA, and money should be in the accounts of more than 1.5 million small business owners shortly.

One PPP loan tracker puts the total estimated loan disbursement figure at $16.4 billion as of Wednesday night.

If you’d like more on these loans and other relief available through the $2 trillion CARES Act, continue reading…

The text of the bill can be read on the official Congress website right now.

Affect On Small Businesses

Here’s  how this will affect small businesses.

So far, reporting on the bill indicates that it includes:

  • $349 billion for small business loans
  • $50 billion for companies who retain employees on payroll to cover 50% of workers’ paychecks
  • SSA payroll tax deferment (6.2%) for companies
  • $500 billion in loans for larger distressed companies
  • $130 billion for hospital funding
  • $150 billion for state and local governments

The CARES Act primarily provides relief to small business owners through SBA loans.

Need Assistance Hiring Temporary Workers

If you need some assistance in recruiting and hiring workers in this uncertain labor market, contact Flexicrew today.

7 Ways to Keep Your High Performers from Quitting

Your employees are one of the most important assets in your business. Whether you are in sales, construction, marketing or any field, the employees are the nexus between your company and the marketplace. In this hyper-connected and competitive world, you can’t afford to lose any good employees you have on board. And the replacement cost of your high-potential workers is too high. That’s why you need to keep a tight ship and keep your employees from quitting.

Employee Retention

Here are 7 things you can easily incorporate to stop your best talent from walking out the door:

 

You can…

1. Provide Competitive Pay

In a survey of 2,000 people by Paychex, respondents said the main reason people leave their jobs is money (69 percent said that low salary did or would make them leave).

Even in the most satisfying work environment, if your employees can’t pay their bills every month, they are going to look for new career opportunities somewhere else. You need to be able to offer competitive pay to your employees. This will not only keep them from leaving but it will make your company more attractive when hiring new people.

Bear in mind, wages change all the time, you have to be up-to-date with any changes; otherwise your rivals may offer a little bit more money and steal your best employees.

2. Give Employees Regular Feedback

Another important factor in the decision to quit is a feeling that the employee is not valued.  Your employees want (and need, as well) feedback that their employer cares about them as employees. People feel the need to be heard and want to know if they are doing a good job. You don’t need to overwhelm them with constant commentaries on their work, but every once in a while, you might want to tell someone they are doing a good job. This will make them feel appreciated and will create a good work environment.

If your employees never hear from you, they might feel like they do not belong in your company and will look someplace else where they might be appreciated. It might not seem like much, but good feedback goes a long way.

3. Set a Good Example and be Accountable

Nobody likes their boss, but everyone needs a leader. When you have people working for you, you need to take action and steer the team to their highest performance, like a leader. You don’t want to boss everybody around yelling orders, never doing any actual work. Even if it means rolling up your sleeves and going the extra mile, you need to set a good example. This is like an investment.  If your employees see you working hard, that sets the tone.  They will work harder. If it seems like you don’t care about the job, they will either slack off or look for a different place that cares about their business.

If you make a mistake, you need to be accountable. If you look for excuses, your employees will do the same when they make a mistake.

4. Be Consistent

This is incredibly important. Many supervisors think that all they have to do is hire people and pay them to work. The supervisor is available to the new hire for a week or two, and then withdraws completely. This is the worst strategy possible. A supervisor needs to be consistent with his work approach, even more than his employees. In the same way that you have to set a good example, you have to show you are consistent in your work and management style.

If you only show up half the time, don’t leave your office, or seem not to care, one day you are going to find some of your best talent will have left for a boss that shows he cares about their work.

5. Support Diversity

A diverse workplace is Integral to a strong, productive and creative workplace. If all your employees are the same, you will face problems that you won’t be able to overcome. You need different types of workers to create a dynamic workplace; otherwise, your company will feel monotonous and boring. You can also scare off a candidate if everyone currently employed is the same. And that one different person might be the best employee; you wouldn’t want to lose that person.

6. Offer Ongoing Learning Opportunities

A growing trend that helps retain employees and improve the quality of work is to offer development opportunities. Several educational institutions are offering their services to companies that want their employees to grow career-wise. If your company allows attending seminars or financially helps their employees to go to business school, this will give your employees an extra incentive to stay in their job and you will eventually reap the rewards with an improved workforce!

If you are not offering training to your employees, you are going to be behind competition in this fast-changing marketplace. Nowadays, not offering any learning opportunities inside or outside of the workplace is like having non-competitive pay. People expect to have them or will go to where employers offer it.

7. Don’t let Toxic Workers Poison Talented Employees

This is crucial. Even if you offer the best wages in the market, pay for your employees’ tuition, and have the best leader/boss around you can’t let toxic workers impact your company. They will make your best employees leave out of pure contempt. It might not seem like a problem at first, but eventually, people get tired of the same person’s harmful behavior. If you don’t fire noxious individuals because you are afraid of the economic cost, you eventually will face bigger problems as your top employees start to leave.

Conclusion

You need to keep your employees happy and productive. To do so, you need to offer good wages, career opportunities, and a diverse workplace. You need to be a good leader and avoid lethal people inside the work environment. If you apply these seven concepts, you will have few problems with a discontented workforce heading for the door.

If your high performers are quitting, let Flexicrew help find strong replacements quickly.  Don’t wait!  Contact one of our professional recruiters today!