Reassess your hiring processes
- Relax or eliminate specific hiring requirements. Reconsider years of experience, degrees, certifications, and screening.
- Make it easy for candidates to apply and interview. Improve speed-to-hire, shorten your application, offer remote and self-scheduled interviews, and improve communication throughout.
- Eliminate or reduce the number of pre-start checks.
- At resignation make sure to tell your employee that they are welcome to come back
- Reassess your rehire policy and forgive small slights. For example, if the employee didn’t give two weeks’ notice when they left, forget about it!
- Celebrate rehires!
Ensure your pay is competitive
- Lead the way in offering competitive pay rates.
- Conduct quarterly analyses to ensure you stay competitive.
- Use salary guides to benchmark your salary offers against competitors.
- Review how easy it is for your employees to get paid timely and accurately.
- Consider advance pay options for hours worked for employees that have emergency needs.
- Gamify/offer extra pay programs.
Click here to request our customized quarterly salary guides for your market>
Up your incentive game
- Offer retention bonuses to offset others' sign-on bonuses.
- Provide incentives based on individual and/or team performance.
- Implement free training and career development opportunities.
- Recognize and reward achievements and skill advancement.
- Advertise opportunities for promotion and upward mobility.
- Offer tuition assistance.
- Create buddy/mentoring programs.
Sell to your brand strengths
- Request positive Google reviews from your employees.
- Strengthen and manage your online employer brand and reputation in order to attract candidates: monitor Google, Glassdoor, Facebook, and other local sites such as Yelp.
- Actively monitor and respond to company reviews.
- Encourage your workforce to leave honest reviews.
- Promote your employer brand.
- Consistently communicate your positive ratings.
- Connect the work your employees do to a greater purpose.
- Fix what’s broken!
Socialize your safety record
- Reinforce availability of personal protective equipment (PPE).
- Promote your safety record.
- Highlight temperature checks, social distancing, and other safety measures.
- Consider offering free masks, COVID tests, flu and COVID vaccines, and other health tools as appropriate.
- Offer remote work options. Provide needed technology and reimburse employees for cost of personal internet and phone services.
Examine your retention efforts
- Show employees how their work contributes to overall company performance.
- Conduct “Stay Surveys” vs. exit surveys to see what is most important to employees. Implement improvements based on their feedback.
- Ensure your employees feel valued by managers and your company leadership.
- Align manager incentives with retention goals.
- Build an atmosphere based on respect, trust, and transparency.
- Encourage and listen to employee suggestions for business improvement.
- Appreciate, recognize, and reward team members for their work.
- Add opportunities for fun in the workplace.
- Celebrate wins and team accomplishments.
- Create team-building opportunities.
- Give workers time to connect.
Focus on upskilling
- Grow your employees' skills over their tenure.
- Anticipate the changes automation and technology will make with your roles and help employees upskill accordingly.
- Proactively map existing roles to future roles and begin training NOW.
- Actively reward participation in skills trainings and professional development activities.
- Communicate the value of your upskilling courses to employees and in your recruiting efforts.
Be flexible with schedules and shifts
- Explore flexible scheduling. Add flexible hours and days. Consider part-time and weekend-only shifts. Offer flexible start and stop times.
- Add job sharing shifts that match school schedules for parents.
- Consider moving employees to the shift that works best for them (First, second, third).
- Allow employees to work remotely when possible. Adopt a “productive anywhere” model or hybrid model of work.
- Eliminate mandatory overtime or weekend scheduling.
- If an employee chooses to work extra hours, offer additional financial or paid time off (PTO) incentives.
- Revise your attendance/point system.
Make work-life balance a reality
- Revisit schedules, shifts, and minimum days required.
- Find ways to reduce employee burnout. Mental and physical fatigue is real.
- Explore daycare and eldercare options for employees. These are major hurdles to productivity for some employees.
- Encourage employees to take short breaks. Provide safe areas to get away from work for lunch, walks, and personal time.
- Offer holiday and vacation benefits for hourly employees and part-timers.
Revisit your PTO policy
- Revisit your paid time off (PTO) plan to be more competitive with what top employers offer.
- Add floating holidays that give employees the option to take time off for days meaningful to them. This could include their birthday, Veterans Day, and other faith-based or culturally important days.
- Provide paid time off for community service and volunteer activities.
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