No manager wants to deal with resignations. You’ve put in all this effort to find the perfect employee to bring onto your team, and suddenly, seemingly out of nowhere, they’re handing you a resignation letter. It’s not ideal in any situation, but it feels even worse when that employee is someone you’ve gone through the heavy task of immigration labor advertising to find. Not only do you feel like you’ve made a significant investment for nothing, but you now have to find someone just as capable to fill their shoes.
Employee retention is important for a number of reasons. Outside of your own personal investment, this kind of change can impact the rest of your team and even lower office morale. People notice when their peer decides to leave. They take into consideration employees ’ reasons for resigning, and in time, they might begin to wonder whether they should start working elsewhere. So, it’s crucial to keep employee satisfaction a high priority.
If you’re looking for ideas on how to keep your employees happy and loyal to your business, look no further than this list of tips, brought to you buy one of the best immigration advertising firms in the country.
Onboarding New Hires
First days are intimidating, no matter how long a person has been working in their field. Every company operates differently. On top of that, your new recruit must become accustomed to the social environment of your worksite. Don’t expect them to blend seamlessly into your company because of their skills and experience — you must educate your employee about your company culture and give them the tools they need to thrive. Give thorough training and point them in the direction of anyone they can contact for help or support. Intimidating your employees to work harder always backfires. Being as helpful as possible sets the tone for the rest of their time under your management.
Consider a Mentorship Program
Mentorships are effective tools for large companies that need a way to help their newcomers adjust both socially, and work-wise. Consider pairing your recruit with an experienced mentor — a peer, not a supervisor — during their first few weeks on the job. This provides an easier way for your new employee to acclimate to the work culture and introduce themselves to their other peers. Additionally, this creates a safer environment for your new hire to share their own fresh ideas to your other employees.
Fair Compensation
Listing a fair wage is required by the US Department of Labor during the creation of PERM recruitment ads. The salary you offer must be deemed by the DOL as a standard wage within the specified line of work. Additionally, what you pay your employee should be enough to afford them a comfortable living in the US. However, if you wish to keep your employee long after they’ve obtained their green card, you’re going to want to make their compensation competitive from day one. Application process aside, you should remember that you’re going through the trouble of immigration advertising because they are highly skilled at what they do, and they could have brought their talents elsewhere. Make your initial offer a good one, because you might not be able to offer a substantial raise for some time, without affecting your labor certification and their green card application.
Add Perks
Businesses of any size can offer perks of some kind to their employees. If you’re a smaller company, your employees likely understand that you don’t have space or money for a nap room or an all-paid work retreat to the Bahamas. However, employees notice when you’re making an effort to make their time with you enjoyable. You can decide what you’re willing to give, whether that means free lunch on Fridays, a fully stocked espresso machine, extra paid vacation days, or company smartphones or tablets.
Ask For Criticism
Most well-organized companies meet their employees once or twice annually to deliver a performance review. The purpose of a performance review is to update employees on how their work is being perceived, help create short-term and long-term goals, and assess their job satisfaction. You might be surprised, however, to find that few companies are willing to receive documented feedback from employees about how they view their company. Though you are the employer, your relationship with your workers goes both ways. Give your employees the opportunity to be honest with you about their feelings about your management and the company as a whole. Their concerns, questions, and ideas are all tools you can use to make your operation and your company culture better.
Invest In Your Team
A work environment with no room for development or improvement gets stale quickly. Allow your workers the opportunity to challenge themselves and show that you care about their development. Take time to invite your employees to seminars and conferences, and consider giving reimbursement for any industry-related classes your employees decide to take.
Give the Gift of Flexibility
Many companies demand their employees to be available around the clock to respond to emails and complete last-minute work tasks. However, this sends the dangerous message that you don’t respect your workers and expect them to bend to your every whim. This is not conducive to a healthy staff-management relationship, nor does it do anything to maintain job satisfaction. Respect your employees by mandating and enforcing strict hours of operation, so that they can keep their personal and work lives separate.
Don’t forget to show your employees appreciation! Congratulating them on a job well done every once in a while goes a long way. By implementing a few of these tips, you’ll be sure to keep your employees around for a long time to come.
