There's a real shortage of skilled workers at the moment. We can see that candidates with experience and a good attitude are often snapped up quickly. However, in some cases, we meet the candidate just a few months later. They are already seeking a new role.
Many companies face this common dilemma: high staff turnover, despite offering competitive salaries and promises of career progression.
We sat down with Beau Giambrone from our leadership team and got his view on the situation. Here's what he thinks are the issues and potential solutions.
Staff Retention Issues
The issue of an almost "revolving door" often stems from a disconnect between attracting talent and retaining them. I have connected with HR leaders and business owners who are puzzled by this issue. Despite significantly raising salaries, they continue to lose engineers shortly after onboarding.
Based on conversations I have had, it seems to be a flawed onboarding and training process that trips up the business. New hires are being thrown into the deep end without adequate support, leading to frustration, low job satisfaction, and ultimately, attrition. When we tell companies that a salary isn't everything - we mean it.
To break the issue of staff attrition and foster long-term employee loyalty, companies need to adopt a more comprehensive approach to retention from the moment the candidate signs their contract with your organisation.
Here are some ideas that I've found work for clients over the years:
Effective Onboarding starts from the moment the candidate signs along the bottom line.
- Personalised Orientation: Instead of a generic welcome package, create a tailored onboarding experience that makes new hires feel valued and part of the team. Consider a personalised welcome message, a dedicated mentor, or a special orientation afternoon. There should be a schedule of sit downs/catch ups with the relevant members of the team. Ask those in the role what they wish they'd known before they started and get that built into the orientation day as well.
- Mentorship Programs: Pair new hires with experienced employees who can provide guidance, answer questions, and offer support during the transition period. It helps the new hire get a feel for the culture and avoid any mis-steps.
- Clear Expectations: From day one, clearly communicate job responsibilities, performance expectations, and company culture. This helps new hires understand their role and how they fit into the bigger picture. It's not a case of "build it and they will come" - you need to be clear and honest about what lies ahead.
When it comes to training, there are some great insights that we at Pioneer Selection follow. This can be easily carried over to any other business in any sector.
This includes:
- Needs Assessment: Conduct a thorough assessment to identify specific training needs based on individual roles and skill gaps. This ensures that training is relevant and effective. Be realistic as to what you expect the new hire to be able to achieve within the first 100 days.
- Continuous Learning: Offer ongoing training opportunities to enhance employee skills and knowledge. This can include workshops, online courses, or on-the-job training. The mentor will be an asset in this part of the continuous learning programme as they will know what is on offer and how useful it is.
- Feedback and Development: Provide regular feedback and opportunities for professional growth. This helps employees feel valued and motivated to improve their skills. Ensure that the leaders are accessible and if they ask for feedback, it's acted upon.
A supportive work environment is more important than ever before. This is not about making allowances to protect the feelings of staff, but more to recognise that we are humans and not machines. That your team is key to the overall success of your business and the team will require some input from you.
- Employee Recognition: Acknowledge and reward employee contributions to boost morale and encourage high performance. This isn't about generating unhealthy competition or raising poor performance. The goal is to reward those that go above and beyond to show those who are less engaged that effort equals rewards.
- Work-Life Balance: Promote a healthy work-life balance to reduce stress and improve job satisfaction. This can include flexible work arrangements, wellness programs, or time off policies. The shift a team member is assigned can sometimes be a make or break for them and might even leave a role if it doesn't suit their needs.
- Open Communication: Foster open communication channels to address concerns, build trust, and create a positive work environment. This can be achieved through regular team meetings, employee surveys, or open-door policies. You don't need to ask deep and meaningful questions. Sometimes it can be as simple as: What makes your working day easier?
When it comes to successful candidates, money isn't the only driver in the equation. Many candidates are moving roles as they didn't see any opportunity for progression. Your challenge is to map out a journey for each staff member that will help them grow with a role or out of a role and into another one.
- Individual Development Plans: Create personalised career paths for employees based on their goals and aspirations. This helps them see a clear path for growth and development within the company.
- Internal Mobility: Offer opportunities for advancement within the company to keep employees engaged and motivated. This can include promotions, lateral transfers, or cross-functional assignments. Some engineers don't want to lead teams - they just want to solve complex challenges. Is this something you can offer?
- External Development: Support employees in attending conferences, workshops, and certifications to enhance their skills and knowledge. This shows your commitment to their professional growth and development.
These ideas might sound like a lot of prep work for one candidate, but consider this as a new approach to hiring for the next decade. Think of how many roles could be saved...and how engaged your team will be. Surely that's worth every penny!
Driving Talent Acquisition for the Production Team in the Manufacturing Industry
For over a decade, we’ve been at the forefront of connecting top talent with leading manufacturing businesses. We understand the unique challenges and opportunities within the industry, and our mission is to deliver exceptional recruitment solutions that drive your success.
With a proven track record of partnering with companies of all sizes, from innovative startups to established industry giants, we possess the expertise to meet your specific staffing needs. Our tailored approach ensures that we identify and attract the most qualified candidates who align with your company culture and strategic goals.
At the heart of our success is a team of industry-focused recruitment specialists. We combine in-depth knowledge of the packaging sector with a passion for finding the perfect fit. Our rigorous recruitment process, coupled with a dedicated training academy, guarantees that our consultants are well-equipped to deliver exceptional results.
By choosing us, you’re investing in a strategic partnership that goes beyond traditional recruitment. We’re committed to helping you build high-performing teams that drive innovation and growth within your organisation.
Let's discuss how we can elevate your talent acquisition strategy.
Phone:0333 307 7777 | Email: enquiries@pioneer-selection.co.uk