People are our business
Investing in your workforce means investing in your business. It is important to consider the different factors of the HR cycle to ensure a good employee experience. Ultimately, you would like to hire the right candidates, and retain them as far as possible. The maintenance of the employer-employee relationship is therefore a continuous process.
The hiring process can become time consuming. It is therefore important to have a recruitment strategy in place in order to attract the suitable candidates the first time. There is much more to it than a market related salary. In this phase it is important to make your organisation stand out and sell your brand. Growth opportunities, working environment, flexibility and trust are part of the top reasons what employees search for in a job. Promote the care factor your organisation has to offer.
You don’t only need an employee that can do the job, but also one that fits in with your culture and values. Time, employee morale, business growth and customer service are all benefits of hiring right. You save time by focussing on your core business, instead of managing a “poor performance” employee. Hiring a team player with a positive attitude will build up the company morale, rather than disrupting it. An invested employee would want to grow within your organisation, reducing the number of potential new hires.
“Hiring the right people takes time, the right questions and a healthy dose of curiosity.” Richard Branson
A very popular quote by Richard Branson states: “Train people well enough so they can leave, treat them well enough so they don’t want to.” As leaders, you have the ability to empower your employees. Training employees keep them engaged and competitive. Not only do you have an opportunity to build skills, but also improve performance and set clear company expectations. If you invest in your employees, they will refrain from just leaving.
“… treat them well enough so they don’t want to.” Employee retention holds many benefits for an organization, such as performance on productivity, employee morale and cost saving. It is therefore important to foster trust between employees and management from the start. Job security is of the essence to retain employees – clear communication of job duties, good compensation/pay, regular performance appraisals, updated contracts and discussions thereof, just to name a few.
Employees’ needs are ever-changing. It is important to stay updated with the current needs of the workforce. Communication is key to any healthy relationship; it promotes belief and understanding. Maintain good relationships by staying transparent and compliant.
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