Over the past year, Magnet Culture and WeCare Connect, a leading provider of employee surveys in the U.S. and Canada, have been on a mission to truly understand the heartbeat of the new workforce. Using invaluable data from thousands of employee surveys, we’ve published almost a dozen articles sharing insights gathered directly from today’s employees. For those of us in leadership roles, this is a golden opportunity to truly listen, learn, and adapt.
Below you’ll find the list of those articles, each with a concise summary and actionable takeaways. To dive deeper into a particular topic, click on the section title to read the full article. Together, let’s move forward, informed and inspired.
Employees leave for different reasons at various stages of their tenure, and it’s crucial for employers to address these common departure points to improve overall retention.
- Let’s keep our new hires from feeling lost or overwhelmed by implementing comprehensive training and ongoing support systems.
- It’s time to invest in our leaders, providing them with the tools they need to effectively communicate and build solid relationships with their teams.
Many workers leave their roles due to diverse personal and work-related challenges, emphasizing the importance of proactive communication and understanding in the workplace.
- Initiate “Listening tours” to engage directly with staff, understanding their experiences and concerns firsthand.
- Regularly conduct stay interviews, encouraging open dialogue and addressing issues before they escalate, ensuring employees feel heard and valued.
Employers should prioritize the treatment and well-being of their employees, as this directly influences their advocacy for the company and its reputation as a workplace.
- Regularly gather employee feedback and address concerns, demonstrating a commitment to their satisfaction and enhancing their overall experience.
- Foster open communication, ensuring employees are informed about organizational changes, and actively address concerns to build trust and transparency.
Employees often undervalue their compensation because they don’t see the full picture of benefits and contributions their employer provides, making thorough communication a vital retention strategy.
- Provide employees with an Annual Total Compensation Statement, detailing all direct, indirect, and hidden compensations and benefits they receive.
- Educate staff about the differences in compensation structures, such as W2 employees versus 1099 contractors, to ensure they understand the full value of their benefits.
Today’s workforce places significant value on work location convenience, with many preferring workplaces closer to their homes over other job perks.
- Implement targeted outreach in your local community, such as mailings or local advertising, to attract candidates valuing a short commute.
- Align work schedules with local necessities, like daycare timings, to accommodate employees’ needs and demonstrate understanding of their daily challenges.
Building meaningful relationships within the workplace is often the strongest anchor for employee retention, even surpassing initial job allurements like pay or location.
- Prioritize team-building activities, even simple 2-minute ones, during staff meetings to foster connections among employees.
- Encourage new hires to develop deeper friendships beyond just sharing shifts, helping them become more resilient and committed to the organization.
When faced with fierce seasonal recruiting from other industries, companies must innovate to retain their talent even when increasing compensation isn’t an option.
- Offer flexible scheduling options, allowing employees to balance seasonal roles without leaving their primary position.
- Embrace the “Boomerang Philosophy” by encouraging employees who depart for seasonal jobs to return post-holidays, considering policies like temporary furloughs over terminations.
Even the most well-intentioned leaders can inadvertently slip into patterns of bad management, neglecting the importance of genuine listening, appreciation, and equitable treatment.
- Regularly conduct self-audits to assess the fairness and objectivity of your decisions, ensuring you’re free from favoritism and biases.
- Foster a culture of open communication, actively seeking feedback from team members to continually refine your leadership approach.
Are You Truly Supporting Your Team? (Link coming soon!)
Support isn’t one-size-fits-all, and as leaders, we must delve deeper to understand our team’s unique needs rather than making assumptions.
- When a team member seeks support, directly ask them to specify their needs and how you can best assist in their specific situation.
- Foster a culture of empathy and tailored assistance, being proactive in exploring creative solutions to challenges, and demonstrating genuine care and concern for team members.
Cara Silletto, MBA, CSP, is a workforce thought leader, keynote speaker, and author of the book, Staying Power: Why Your Employees Leave & How to Keep Them Longer.
WeCare Connect is a leading provider of employee surveys with clients in over 1,300 locations throughout the U.S. and Canada. We provide real-time notifications and robust dashboards driving down turnover and increasing engagement.