Recruiting, training, experience, and institutional memory make your employees your most valuable assets. Effective multi-generational hiring and retention efforts will help ensure that those assets keep working for you and not for someone else.
High retention workplaces have become more and more rare as our new Covid-present world attempts to reenergize itself. Both job turnover and demand for workers is at historic and shocking levels. Businesses’ inability to find and keep workers, no matter the pay, perks, or seniority, is real.
The rare few workplaces that have not struggled to hire and retain all tend to have a few things in common:
Inherent in the leader’s ability to build and protect the culture and motivate employees is an understanding of employees’ spoken and unspoken challenges. Trusted leaders are familiar with the trends shaping the workforce, from life stages to generational characteristics to current events. Today’s employee marketplace wants to know your plans to address the latest hot topics including mental health, remote workplaces, flexible hours, workplace safety, and diversity and inclusion.
A few innovative actions by forward-looking companies can result in immediate improvements in recruiting and retention. Nontraditional recruiting ideas include showing the employee marketplace your personal side, both as an organization and as leadership. Potential employees are also drawn in by a clear plan for their growth and development: show them what will they learn in the first six weeks, then six months, then a yearly plan. Who will be involved in their growth? When and how will they be involved?
In this timely and engaging presentation, you will learn: