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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!

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.

5 Warning Signs your High Performers Plan to Leave

There are many reasons why an employee quits. It can be because they feel unappreciated or less valued by their employers. It can also be because they are no longer happy with their jobs or their compensation package.  Whatever the reason, it is a fact that a business can suffer from financial losses in case one of your star employees decided to quit. It can also hurt your company operations if not addressed immediately.

Here are 5 Warning Signs that an Employee is Thinking of Quitting:

1. Less Interest In Satisfying Their Manager

If you noticed that one of your employees seems to not care about their appearance anymore, it can be a sign that he is about to quit. Normally, motivated employees dress for success all the time. It is to impress their managers and also to feel energized while doing their job.  This type of employee cares about what his superior will think about his work. He will do anything to have everything perfect before submitting his output. But when it changes from excellent to  mediocre… that’s a warning.

2. Work Performance has Decreased

Most of the top performers try to exceed expectations for them. They tend to even compete with themselves since they are already the best. But as time goes by, you may notice that their performance is no longer one of the best.  When the employees work performance suddenly goes downhill, there is a problem for sure. This is what happens if the motivation and drive to perform well is gone. The employee will no longer do their best, especially if they don’t get appreciated for doing so.

3. Less Enthusiasm for the Company’s Mission

Every company has its mission. This is to guide every employee on how they should act and perform their tasks. If you noticed that an employee does not even know the gist of the company’s mission, then that’s a goner.  Employees who plan to stay longer to the company will learn what the company mission is. They will also make it their guide as they go to work every day. But if someone does not even show interest, then it means that he is just passing by.

4. They Communicate Dissatisfaction with their Job More Often

New employees seem to find their new job to be a perfect fit for them. It can change as time goes by though. More tenured employees may start finding a lot of unsatisfying things about their workplace, colleagues and just about everything.  These people will complain even at the start of their shifts. They often can be seen chatting with other employees discussing how bad their job is. They start to be vocal about it to anyone which can affect other employees negatively as well.

5. They Show a Negative Change in Attitude

Employees who are on the verge of quitting seem to be more impatient than others. They may even bad mouth the company even to their company’s clients or customers. It can result in a bad impact for the company.  From being the sweetest person around, they may suddenly become hostile to the management. Even if there are no changes from how the company runs, they will still find something wrong. They may also try to avoid handling new projects as they are planning to leave anyway.

What to do about it?

It may actually vary from one employee to another. But there are still universal actions you can take to resolve this problem.

Talk to the Person Involved

Since you have already noticed the changes when it comes to the person’s performance, it is best to talk to them. Sometimes a pep talk may help and make the individual feel better.

Provide Better Options

If it happens to be one of your top performers, it can make sense to discuss better compensation for them. Since the person did well in the past, formulate a better incentive package. It can become a distraction if they feel they are not being rewarded for a job well done anyway.

Approach the Issue Professionally

Whatever you do or offer, if the person has already decided to leave, there’s essentially nothing else you can do to change their minds.

Conclusion

When an employee is thinking about exploring other options, you may notice it right away. It is all up to you if you still want to keep that person on your team or just move on to your next top performer.

Retaining Employees – Why it’s Crucial and How to Do it Right

In today’s challenging labor market, employers feel more need than ever to hold onto talent. Why, however, is this such a major challenge? Largely thanks to the worldview of millennials, who expect things fast, search for experiences, and are simply not willing to stay in a job long enough to wait for the benefits. Bad news is, with generation Z soon to come into their prime, the situation isn’t bound to fix itself any time soon, because if you thought millennials were an HR-handful, the follow-up is even more so.

The solution is – invest in retaining your employees.

5 Steps to Retaining Employees:

1. Ensure Supervisors can Connect with Workers

What we mean by connection isn’t painful, theory-X monitoring and control.  That would be bound to drive the young workers out the door from day one. Without a doubt, it’s a supervisor’s role to keep the finger on the pulse, but there is more than one way to approach it. Entrusting responsibility, avoiding micromanagement and being on the lookout for ‘teacher’s pet’ scenarios typically ensures that the sense of hierarchical authority doesn’t switch from respect into contempt or envy.

2. Set Up Workers for Success

Easier said than done? Truly, theories are filled with approaches that use fear as the predominant push factor, while the mindset of success gets ignored. Is it right? Not quite so. Although workers do tend to respond to fear well, and at times a crisis may be exactly what one needs, the dominating company environment should be that of positivity, success, brighter future on the horizon, and belief in each one of the employees. Flexicrew believes you can do this and is at times much more effective. We hope you will get yourself together for this one… It’s all about attitude.

3. Competitive Pay and Benefits

Almost every employee feels they are underpaid. This is hardly a feeling that goes away, simply because belief in monetary self-worth is rooted in each one of us living in the modern world. Certainly, you should aim to recognize achievement and hard work, and make sure to reward it accordingly, but what if you are a smaller business and resources are running on the lower side? You would like to reward your employees, but financials are so tight you are worried you can’t afford to do it left and right. Luckily, it’s not all workers look for. Medical insurance, a gym discount, free pizza on Thursdays, ability to occasionally work from home for young mothers, a ping pong table in the back of the office for employees to enjoy during break times – you would be surprised what a difference a relatively inexpensive benefit can make for employee retention percentage increase.

4. Employee and Work Team Recognition

Everyone talks about team work, and make no mistake, a good team is the absolute key to the success of your business. Sometimes it may, however, seem difficult to encourage it to go the way you want it to. One of the main issues is – in many workplaces, an ego of an employee still stands above the success of a team as a whole. This is human nature. If an employee isn’t feeling his skills are recognized, he may free-ride team tasks, and be reluctant to contribute as much as he could have. How do we deal with this? We uncover personal motivation. For some it’s a bonus, for another – public recognition (studies have proven that this particular procedure resulted in a better employee job satisfaction percentage than a higher compensation).  And for someone else – it’s a simple pat on the shoulder and a ‘good job’ aimed his way.

5. Offer Workers Means to Provide Input and Feedback

Last but not least, each one of us wants to be heard. Having a voice is crucial for a healthy job environment, so make it happen today. Suggestion boxes, anonymous supervisor evaluations, monthly meetings with the question on the agenda: “What should we do better?” The best suggestion which ends up implemented can even be rewarded!     At the end of the day, no matter if you are a business owner, a manager or an HR specialist, it’s all about asking yourself which environment would an employee happily be in X hours per day / Y days a week for at least 2 years.

And of course, start taking these baby steps today.

For more advice on retaining employees, give Flexicrew a call 866-720-FLEX (3539) or connect with one of our branches.