The Most Effective Employee Retention Strategies

With the aftershocks of the Great Resignation still in play, many organizations have struggled to replace those lost workers. As worker wants and desires change, we’ll continue to see a shuffling as potential employees flock to places that can meet those desires. Smart organizations need a retention plan to keep their best employees engaged, satisfied, and willing to stay with the company.

Training a new employee can be an expensive affair—roughly twice their salary according to Visier. While you can’t prevent all employees from seeking greener pastures, creating a work culture people want to be a part of can limit the risk and help keep your best employees around. Embrace these modern strategies to encourage your top talent to stick around!

Have a good hiring process

Keeping your employees around starts before they even become your employees. Your hiring process sets the tone for the employee’s future with you, so the more transparent and accurate it is, the better.

Visier says to start with an accurate job preview and clear employee expectations. This means being honest about your culture and your potential employee’s role. Not every work environment and employee work style complement each other, and that’s okay. But if you’re dishonest, you’re setting yourself up for a messy breakup down the road.

A good onboarding process is likewise important to set the tone for a new hire’s early days.

Create a culture of value

Ultimately, an employee wants to feel like they fit in with the organization and that they matter to the parent company. A Pew study found that while low pay was the main reason people left their jobs (63% of respondents), feeling disrespected was a close second. 57% of respondents cited disrespect as a reason they left their job, with 35% claiming it was a primary reason.

“Your company likely has clear values and ideals in the handbook. Do you work on them to create a company that makes your employees proud? Maybe your company values equality, charitable acts or protecting the environment. Demonstrate those values through the work you do.” –Indeed

Take a deep look at your culture and how it treats its employees. Do your day-to-day operations align with the company mission statement? Are you recognizing employees for their accomplishments? This self-scouting is vital when asking why employees are leaving.

Focus on work-life balance

To create that culture, the work-life balance needs to not only be respected but prioritized. Pew found that 40% of respondents quit their job due to burnout—often caused by a lack of work-life balance. Combating burnout is an important step in maintaining employees.

Forbes’ Chauncey Crail lists remote work, flexible scheduling, and a reduced workweek as ways the modern organization can foster a healthy work-life balance. We’ve talked at length about how rejuvenating spirit that comes with remote work and how it can lead to better productivity. If you fear these concessions will be bad for your business, not only is that incorrect but you’ll be left in the dust as your competitors evolve.

Offer competitive benefits and invest in careers

Of course, even the happiest employees want to be paid what they are worth—no one is going to work for free.

The cost of living is high and grows at an exponential rate, and at the bare minimum, a company needs to keep up. But that’s not the only way to stay competitive. Ellie Taylor writes that as an employee takes on new roles and projects, they should be compensated for it. Taylor also adds that beyond base pay, retention bonuses, sales commissions, and additional bonuses after big projects will keep employees invested.

In addition to financial investment, investing in an employee’s career growth will keep them around. LinkedIn found that 94% of respondents would stay with a company longer if it assisted with their career growth. Emeritus lists mentorship programs and educational courses as ways to do so. We live in a skill-based career culture, and helping your employees gain the skills they need for a long and rewarding career will create skilled employees that can better help your organization.

“Today’s workforce wants to know what’s in store for their future and whether they can see themselves working with you long term. Stagnation can lead to disengagement, quiet quitting and eventually, actual quitting so provide your employees with opportunities to expand their skills and grow professionally.” –Lisa Shuster, Forbes

Learn from exit interviews

While these strategies are designed as a catch-all to help any organization, all companies are different and face different challenges. If you find you’re having trouble keeping people around, you need to pay closer attention to your exit interviews. Ellie Taylor mentions that many managers don’t see the workplace dynamic in action, especially if they’re busy. Exit interviews give you a better insight into how the employees view the organization. Taking these concerns seriously can lead to actionable results.

You may even learn what external factors are leading to turnovers. Your company may not be problematic, but if competitors are consistently offering higher salaries or benefits, it will give you something to think about.

Wrap up

Employees want more than money from their careers. They seek value and recognition and want to align with their employer’s vision. Keeping these simple ideas in mind is the core of any good retention strategy. Create a place of work that employees will want to stay with and make sure they’re invested in and rewarded properly and you’ll have an environment your top talent is happy to stay with.

Before You Go
View Current Job Openings
Subscribe To Our Newsletter
Follow NexGoal on Twitter
“Like” NexGoal on Facebook
Connect with NexGoal on LinkedIn

Read More
  • Matt Hendershott
  • Culture
  • December 7, 2022

Becoming A Better Workplace Ally

More and more companies are focusing on increasing diversity, equity, and inclusion (DEI) in the workplace, but there’s still a long way to go before we truly reach a place of acceptance and embracement. In order to create a true culture of value, everyone must embrace DEI—not just those at the top. However, it can be challenging to be a true ally if one doesn’t know where to start.

CNBC Make It’s Ashton Jackson recently interviewed Megan Hogan, chief diversity officer at Goldman Sachs, about how to become a true ally to your peers. Hogan defined allyship as “making sure people feel seen, heard and valued at their organizations. And quite candidly, not just in times of crisis.”

We’ll examine Hogan’s three best practices for becoming a better ally in the workplace, along with additional advice from various other experts.

Engage

Hogan states that true allyship starts with awareness and knowledge. Knowing the perspectives and experiences of diverse groups is crucial in becoming an ally. This means educating yourself on various issues and becoming aware of your own privilege.

Harvard Business Review’s Tsedale M. Melaku, Angie Beeman, David G. Smith, and W. Brad Johnson state that while it may seem easy to ask members of different diverse groups about their experiences, this can create an unfair burden of labor on your coworker. Do your best to do your own independent research beforehand, and always ask for permission before discussing these topics with others. Recall that not everyone from these communities will have the same experiences and that each person is a unique individual.

The Post’s Grace Koennecke stresses the importance of continuing to learn even if you make mistakes along the way. New terms and concepts will continue to emerge, and it’s normal to make a mistake. Take responsibility, apologize, and strive to do better next time.

Act

With the power of knowledge at your side, you can now take active steps to be a better ally. Understanding the struggles faced by different groups allows you to actively help relieve their burdens.

“For example, if you’re a professional hosting events, are you aware that during certain key religious holidays people have to fast? Are you thinking about time zone differences for different colleagues? Are you thinking about when you put on multi-day events, that there’s nursing rooms for mothers? These are everyday acts of allyship that are quite practical and make sure that people feel included.” -Megan Hogan

However, during this stage, you must be careful to not make assumptions. You may be more informed from your education, and it’s nice to do your best to help your colleagues, but different people have different viewpoints and different needs. Forbes’ Holly Corbett cited Rachel Thomas, co-founder & CEO of LeanIn.Org and OptionB.Org, who mentioned a non-binary colleague who was misgendered. Rather than correct the offending party, Thomas instead asked the colleague how they would prefer the situation be handled. Ultimately, the colleague preferred that Thomas do nothing.

Awareness is great, but don’t assume it gives you all of the answers. And while this section is devoted to action, remember that listening and learning are still actions!

Empower

The final step in Hogan’s method involves recognizing your own discomfort and being an ally anyway. By acknowledging your mistakes and dedicating yourself to change, you can empower your colleagues and help create an inclusive workplace. Even if all you can do is publically admit a mistake and express a desire to do better, you’re still highlighting the importance of the issue.

Gannett Fleming’s Masai Lawson writes on the importance of being a supportive ally rather than a performative one. Make sure to truly uplift those in diverse groups and work with them to achieve progress. Being an ally is about support, which means never speaking over others or taking the glory for yourself.

“Performative allyship occurs when those with privilege publicly support DEI&B topics or marginalized groups to distance themselves from scrutiny, but they do not take concrete actions to effect change or shift the benefits of their privilege to marginalized groups.” –Masai Lawson

Wrap up

There’s a long way to go before we reach a true culture of diversity, equity, and inclusion, and we learn new ways to be better every day. While it’s good to see companies more frequently embracing DEI initiatives, we can all do our part to create a more inclusive workplace. By following Hogan’s methodology of engaging, acting, and empowering, we can become allies that lift our coworkers up and create a better environment for them.

Before You Go
View Current Job Openings
Subscribe To Our Newsletter
Follow NexGoal on Twitter
“Like” NexGoal on Facebook
Connect with NexGoal on LinkedIn

Read More

Holiday Party Do’s And Don’ts

With the holiday season upon us and many COVID-19 restrictions over, many organizations will soon be gathering for holiday parties. No matter which major winter holiday, if any, you celebrate personally, holiday office parties are a great time to celebrate the year’s accomplishments and bond with your team or develop deeper networking relationships.

Seasonal parties are a great time to cut loose and interact with your coworkers in a different capacity than usual, but you still must maintain a sense of decorum. Make sure to maintain some professionalism so that your reputation is still intact when the new year comes around. Recall these guidelines during your holiday festivities:

DO: RSVP

The most polite way to respond to any party invitation is to actually respond to the invitation. Whether the party is at the office, a colleague’s home, or a neutral location, whoever is planning the event needs a reasonable headcount in order to get an appropriate amount of food and drinks for the group.

Unless you have a legitimate reason otherwise, try your best to go to the event. Career Advice Expert Randall Hansen says that not attending the event could hurt your reputation and make it feel like you aren’t part of the team. Try to make an appearance of at least 30 minutes to mingle.

DON’T: Bring uninvited guests

Generally, most office parties will invite spouses or plus-ones, but always make sure to check first. Generally, these events aren’t for the entire family, and they aren’t an excuse for a group of people to get free food. Bring only those guests expected to be there, and make sure they are also aware of these etiquette rules.

DO: Dress for success

Depending on your usual office environment, an office party might represent a chance to unwind and “let your hair down.” But don’t be fooled—this is still a business function. If you aren’t sure what to wear, go for a step above what you think everyone else might wear. Going too casually can send the wrong message.

DON’T: Overstay your welcome

We stressed the importance of attending the event and making sure you’re noticed, but don’t take it too far in the other direction and stay too long. The event may have a set exit time, and people will want to clean up before calling it a night. Have a good time, but you don’t want to be the last person there and have the hosts waiting for you to leave. Amy Castro suggests that if you see everyone else making a mass exodus, you should do the same.

DO: Talk about something other than work

Most of your interactions with your coworkers are probably about work. In a party environment, there’s no need to go over the same topics again. A party is supposed to be a celebration and a chance to interact as individuals. Keep the conversation appropriate, but find interesting topics to discuss. Your coworkers may see a fun new side of you!

DON’T: Completely unwind

Don’t swing too far in the other direction, though. It’s a party, but it’s a work party. Make sure to keep the conversation light and playful without getting inappropriate. Keep any grievances to yourself, and don’t mention any questionable activities. CNBC Make It’s Ashton Jackson also says not to be flirty or make advances on someone.

DO: Show gratitude

Your organization is throwing the celebration to celebrate the year’s accomplishments and thank the team for a wonderful year. Be sure to do the same for them by showing your gratitude as well! Thank your team for hosting or planning the event.

“Of course, this is also a perfect time to thank all your co-workers who have been helpful or supportive in the past year.” –Carol Kinsey Goman, Forbes

DON’T: Drink too much

Different cultures have different views on this, but alcohol is commonly served at many office parties in the United States. It’s okay to enjoy a few drinks, but you never want to be the drunkest person in the room. Never feel like you need to drink more, even if the boss is having a few or encouraging you to. Many experts advise a two-drink maximum, but you know your body more than anyone else. Know your limit, and stop well before you need to.

Wrap up

Holiday parties are a wonderful time to relax and enjoy the accomplishments of you and your team, and a little bit of well-earned revelry is good for the soul. But an office holiday party is still a professional event, so you must be aware of your surroundings and be sure to behave appropriately. Once you understand the differences between a work holiday party and one with friends or family, you’ll be able to have a fantastic time with your team!

Before You Go
View Current Job Openings
Subscribe To Our Newsletter
Follow NexGoal on Twitter
“Like” NexGoal on Facebook
Connect with NexGoal on LinkedIn

Read More

Expressing Gratitude In The Workplace

With Thanksgiving around the corner, gratitude is on everyone’s mind. But it doesn’t need to take a turkey dinner to show your appreciation. A little gratitude goes a long way year round—especially in the workplace!

The National Alliance Of Mental Health (NAMI) of California shared multiple studies showing how expressing and receiving gratitude can improve mood, reduce stress, and build morale. Employees want to feel valued at work, and expressing thanks is a great way to build a culture of value. Whether you’re a manager or simply a team member, expressing gratitude will always have a positive influence on your coworkers. Express your thanks by holding close to these thoughts.

Be specific

A simple “great job!” or “keep up the good work!” may provide a slight boost, but the more specific you can be, the more your expression of gratitude will be taken to heart.

Focusing on a tangible accomplishment will give your thanks more merit and really feel personal. This doesn’t have to be a massive, earth-shattering accomplishment necessarily. SnackNation’s Connor Garret writes to highlight the little things so people know that doing their job well is appreciated. You may even highlight something the person didn’t think was a big deal themselves and really give them a boost!

“Sometimes, the things worth celebrating aren’t even quantifiable. For instance, you could even celebrate a team member who spreads consistent positivity in the workplace.” -Connor Garret

Focus on those not in the spotlight

Not everyone likes to be in the spotlight or gets the chance to be in it. Not every accomplishment is flashy, but everyone keeps the foundation of the organization running. Everyone deserves to feel like a valued member of the team!

Forbes’ Kyle Bailey mentions an award his company created to highlight behind-the-scenes accomplishments. The “NuWarrior” award is given to those who “sustain the backbone of the company” that may not otherwise receive recognition. This assures that those not always in the spotlight have their accomplishments recognized and feel like valued members of the team.

Think of those in your organization that might not always receive the glory. Take time to go out of your way to at least thank them or recognize their efforts, and your appreciation will go a long way.

Express through actions

Awards like Bailey’s “NuWarrior” are an excellent way to show appreciation. Not only did you take time out of your day to thank someone, but you did so in a tangible manner.

Enertia Software CEO Vince Dawkins recommends verbally offering a “thank you” (especially publicly!) but also finding a way to express gratitude in a way beyond words. This could be direct financial compensation or a reward of some kind. But even if you aren’t in a leadership role, you can still offer a little extra by offering assistance, acts of service, or some way to make their job easier, says Herzing University.

“People remember kind words of gratitude, but they also feel respected and extremely appreciated when something more is given to them.” –Kimberly A. Whitler

Employers can offer things like care packages (great for remote team members), awards, gift cards, and shoutouts, but they can also encourage a culture of gratitude, writes Connor Garret. Encouraging your team to regularly express gratitude is an excellent way to show that appreciation starts from the top and that you have a culture of value.

Write handwritten notes

One of the most well-received tokens of appreciation is one of the most old-school and traditional. It’s hard to beat a handwritten letter when it comes to expressing gratitude.

Headsup Corporation cited Dr. Martin E. P. Seligman, a psychologist at the University of Pennsylvania who studied positive psychological therapies. He found that receiving a hand-written letter of appreciation had a bigger effect on happiness than any other method.

Not only does a written thank you note show appreciation, but the extra effort taken to write out the accomplishment shows, and it gives the recipient a tangible token to look to. And Forbes’ Kimberly A. Whitler suggests that a physical copy won’t get lost in the abyss the way an email might.

“It really shows you care enough to go the extra mile to ensure the recipient feels appreciated.” –Sheldon Yellen, BELFOR Property Restoration

Wrap up

No matter what the season is, there’s never a bad time to express gratitude at work. Expressing and receiving thanks is a great way to build morale and create a positive culture. You don’t have to be a manager to take charge—it’s always good to be recognized by your peers as well! Take time to express sincere thanks, and you’ll be building toward a wonderful work culture.

Before You Go
View Current Job Openings
Subscribe To Our Newsletter
Follow NexGoal on Twitter
“Like” NexGoal on Facebook
Connect with NexGoal on LinkedIn

Read More

Job Search Behaviors To Avoid

A job search can be challenging in today’s climate. You need to commit time to do the proper research, prepare your resume and cover letters carefully in a way that makes them readable by both humans and tracking systems, and learn the best networking practices in order to find the job of your dreams. This is difficult enough, but it can be even worse if don’t mind your behavior during the process!

Even if everything else is going well, certain behaviors can harm your chances of getting the job before you even sit down for an interview. While some practices like watching the language you use or not being rude should be obvious, not every faux pas is intuitive or obvious to a job seeker.

During your next job search, don’t shoot yourself in the foot by making these common behavioral mistakes:

Being unprofessional

Obviously, you shouldn’t be swearing at or insulting hiring managers. I highly doubt any of you are engaging in knowingly rude behaviors during your job search, but this does need to be said. But being unprofessional comes down to more than just obvious rudeness.

One of the easiest ways to get rejected is to appear unprofessional before even speaking with a recruiter or very early in the process. If your resume, cover letter, LinkedIn, or email are riddled with typos, you’ll already appear to be massively unprepared for the job. This can quickly turn the hiring manager against you, even if you’re otherwise an ideal candidate. Make sure to proofread carefully and use tools like Grammarly to assist.

“Almost every job description includes “excellent communication skills” as a requirement. If your communications with the HR manager include spelling or grammatical errors, you’re shooting yourself in the foot.” -Recruiter.com

Recruiter.com also says to make sure your social media posts are up to par. Remove any unflattering photos, edgy posts, controversial opinions, and even negative posts about your current/old position. Refer to our social media guide for further details.

Finally, LinkedIn says not to beg for a job or expect others to help you for free. Not only will you appear unprofessional, but you’ll reek of desperation, another trait recruiters detest.

Being insincere

Even the most professional-looking recruits can still annoy hiring managers with their bad behaviors. Employers are seeking someone that adds value to their organization, and it’s hard to look valuable if you’re insincere or disinterested.

If it sounds like you’ll take the first job you’re offered, it’s going to be hard for a company to be excited about hiring you. Judith Humphrey lists authenticity as the most important quality a job seeker can possess. Recruiters don’t want canned responses or to be pandered to.

“I want to find out more about the candidate personally, and I find there is often this wall, and people are not letting me see who they really are.” –Amanda Luthra, recruiter

One of the quickest ways to appear insincere is by embracing the common “spray-and-pray” technique used by many inexperienced job seekers. Forbes’ Jack Kelly writes that while job seekers think a numbers approach will work in their favor, it does the opposite. Your generic resume will make you appear insincere.

Fight this by tailoring your approach to each specific job. Find a reason why you’d be excited to work for the company. Otherwise, you’re wasting their time and yours.

Being arrogant

Employers want an employee who wants to work for them and is confident about their skills, but don’t let that confidence become arrogance!

Reporter Morgan Smith cites Microsoft head of global talent acquisition Lauren Gardner, who said the number one red flag she looks out for on resumes is being a know-it-all. “We’re looking for folks that are motivated to constantly learn and grow.”

It’s good to demonstrate knowledge, but how you communicate is crucial. A candidate who talks down to others or acts pretentious is likely to be looking for a job elsewhere. Often this type of behavior shows a lack of confidence in your abilities and that you need to be pretentious to appear more successful than you actually are.

“No one wants to subject their staff to having to deal with an arrogant, self-aggrandizing windbag.” –Jack Kelly

Passion and humility are two traits hiring managers want to see, so express your desire to learn and grow and acknowledge that the people in the room can assist in that growth. Be confident while showing respect, and you’ll stand a much better chance of getting the job.

Wrap up

Self-awareness is one of the most valuable qualities a job seeker can possess. Some of these poor behaviors may seem like no-brainers. But sometimes we might not realize our small actions may be unprofessional, insincere, or arrogant. Take some time to really reflect on how hiring managers will see your communications, and it will go a long way towards finding a job you can be excited about.

Before You Go
View Current Job Openings
Subscribe To Our Newsletter
Follow NexGoal on Twitter
“Like” NexGoal on Facebook
Connect with NexGoal on LinkedIn

Read More