Turnover isn’t just problem. It’s almost becoming an epidemic, with the number of people quitting their jobs reaching an all-time high in 16 years. In fact, nearly three million people have left their jobs every month since June 2017.
Part of the problem is management. After all, people often leave managers, not companies. And no amount of money or benefits can compensate for promoting the wrong person — but that’s a story for a different day.
What I really want to talk about is the other factor causing people to ditch their employment digs: career opportunities — or lack there of, really. Twenty-nine percent of people cite this as the main reason for leaving a job, which is why it’s so important for you to learn how to recognize which of your team members are in need of more challenging work — that and a promotion, of course.
If you’re able to identify your top performers, and then take action immediately, you may just catch them before they head out the door. Here are the three things to look for when choosing a team member to promote from within:
Taking the lead
Anyone who doesn’t rely on his or her job title to take the lead is often an employee deserving of more responsibility. They’re comfortable rallying the troops and collaborating with not just your team but others in the company. If you don’t promote them, trust that a competitor will.
Just remember that not everyone is cut out for management, which is why you want to provide more that one avenue for career growth. Look for ways to promote staff in other ways. For example, you may have someone on your team who’s capable of managing projects or processes. He or she is just deserving of a promotion as any other employee.
We’ve all seen those employees who seemingly eat, sleep, and breathe their work. They act as if they own the joint — not in a bad way, that is. These are the people who will become real advocates for your company and should be rewarded for it.
Again, I’m not talking about a management position here. But if they’re able to promote your “brand,” and genuinely love working for your company, their enthusiasm can be infectious, which can certainly help build trust and loyalty among your ideal customers.
Now, I’m not talking about just any old risk. Hell, I risk my pocketbook any time I send my kids to the store. Without fail, they bring back more than what’s on the list. What I want you to keep an eye out for are those employees willing to risk a little friction by telling you what you need to hear, not necessarily what you want to hear.
If they’re comfortable enough to share their ideas and opinions with you, they’re also comfortable enough to challenge the status quo. In other words, they may be able to take your company in directions you never thought possible. They’re also empowered to take action — even when that action isn’t popular but necessary. Reward these people in some way. Otherwise, someone else will.
Promoting from within is a great way to build and grow your company from the inside out, but this isn’t to say there won’t come a time when your internal talent pool runs dry. When this happens, it just makes good business sense to bring in someone from the outside than to promote someone ill-equipped for the job.
We always recommend striking a balance between internal and external hires. If you’d like to discuss how to strike this balance, please feel free to contact us today. We’d be more than happy to sit down and help you decide whether an internal or external hire is right for the role you’re looking to fill.
Ask almost anyone about happiness in the workplace, and they’ll likely tell you it’s tied to money, management, or that professional nemesis every office seems to have. But they’d be wrong.
Happiness has nothing to do with the job itself — nor does it have anything to do with a boss or a colleague. It has everything to do with you.
You need to learn what works for you. And once you figure that out, happiness, satisfaction, and all the other good stuff will fall into place, which can go a long way to improving your performance, productivity, and problem-solving skills.
How you go about tapping into this happiness is entirely up to you, but what we’ve found that works best is the following:
1. Make the first few hours count
Did you know that how you begin your morning often sets the tone for the rest of the day? If you make the first few hours of work count, you’ll get more done by the end of day. In fact, more than 60 percent of people claim they’re at their most productive between 6 a.m. and noon.
Instead of frittering away your morning on emails or chitchat, adopt a productive mindset by focusing on important tasks. Make a to-do list for the day — or get to work on the one you made yesterday, which is actually a much better habit to get into. That way, when you show up to work, you know exactly what needs to be done.
Long story short, progress can be motivational. Even the smallest of wins can inspire you to keep checking tasks off that list. And by day’s end, you’ll have accomplished more than you ever thought possible. Talk about rewarding.
2. Seek out learning opportunities
Most companies these days have development programs available to staff. But if your company isn’t one of them, don’t let that stop you from learning new skills. Create your own development program by attending conferences and classes. Or consider asking for a “stretch assignment” — one that’s just outside your current skills set.
When you actively seek out learning opportunities and develop new skills, leadership will take notice and start seeing you as someone deserving of more responsibilities. While this can most certainly lead to a better job, there’s also something very gratifying when you can demonstrate and use what you’ve learned to make a real contribution at work.
3. Stop comparing yourself to others
When satisfaction is derived from being “better” than others, you’re no longer in charge of your own happiness. It’s anchored to your colleagues’ accomplishments and opinions, which can rob you of feeling any sort of joy for your wins — not to mention, those of your colleagues.
The next time you’re tempted to compare yourself to a colleague, refocus your energy on yourself. They’re never better or worse than you, just different. And that’s a good thing. A company filled with the same type of person would make for a very boring workplace. So, let go of your comparisons, and take everything with a grain of salt.
4. Make a difference outside the office
Doing good is just good business. It’s also not bad for improving your engagement at work. According to the Deloitte Volunteer IMPACT Survey, you’re almost twice as likely to be “very satisfied” with your career when participating in workplace volunteer activities.
But if your company doesn’t have a formal program, consider starting one yourself — with the help of your colleagues, of course. You’ll need some assistance finding the right charity, educating staff, determining the level of involvement, etc.…oh, and let’s not forget, getting approval from leadership to even start one.
5. Make a difference inside the office
People who want more gratification at work can find it in the last place they often look: coworkers. Doing things that help colleagues have better days can have a positive impact on your own attitude. So, start asking people about their day or if you can help them out in some way. It’ll change the way you feel on the inside.
Besides, relationships in the workplace — and we’re talking positive relationships here — can actually improve your engagement. For example, women who have a best friend in the workplace are more that twice as likely to be engaged while on the job, while having a best friend at work can improve the performance of both women and men.
Applying these strategies won’t just improve your happiness and satisfaction in the workplace; they can also change the way people see you. Use those that resonate the most and get to work at taking control of your own perception of and attitude at work.
If you’d like to learn more about how to improve your satisfaction and engagement at work, or would like to discuss opportunities for different employment, please feel free to contact us today. A member of our team would be more than happy to explore your employment options and help you take an additional step to advancing your career.
When most of us think of employee engagement, we envision a sea of people diligently working at their desks. But looks, as they say, can be deceiving — what with just 30 percent of workers being engaged in the workplace.
Just because someone is a good employee, it doesn’t make him or her an engaged one. Engaged workers are those people who actually buy into your goals and objectives. They’re committed to not just their job but your company, and will do almost anything to help you achieve success.
But that’s not all. Engaged workers also provide a number of other benefits, and those often include the following:
- Improved productivity. Companies often assume that if they pay employees enough, they’ll be more productive. But I’m here to tell you there’s more to it than that. Recent research suggests it isn’t money that drives productivity but happiness. In fact, happiness can boost productivity by as much as 12 percent. And engaged employees tend to fall into that camp.
- Lower turnover. There’s no denying that the grass will always be greener at another employer, as most of us have inflated expectations of the unknown. But engaged workers are 87 percent less likely to leave a company when compared to disengaged staff. If you want to minimize turnover, which will cost you an average of $15,000 per person, take another look at your engagement strategies.
- Fewer absences. People get sick — that’s just a fact of life. And yes, there will always be those staffers who suffer from mysterious “ailments” only between the hours of nine and five, but not engaged employees. They only take an average 3.9 sick days per year, while disengaged workers rack up nearly 11 missed days.
- Better reputation. One of the inevitable realities is that people talk — and technology has made it that much easier for people to talk to more than just their network. They can quite literally talk to everyone. What your employees say about your company will have a direct impact on your reputation. If they’re engaged and like where they’re working, it only stands to reason that they’ll only have good things to say.
- Greater customer satisfaction. It goes without saying that engaged employees are much more satisfied with their jobs. But did you know the correlation between engagement and satisfaction branches out into other business areas? Namely when it comes to customer service. Companies that excel in this area have nearly twice as many engaged workers.
- More money. It’s not like you got into business for the fun of it. You want to make money, and those businesses with more engaged workers tend to see more profits. According to a study by Towers Perrin, companies with engaged staffers saw a 19-percent increase in operating income within just one year, while those with disengaged workers experienced a 33 percent decrease. If you want a profitable business, engage your workers.
Many companies put profits over people, failing to realize that the two are actually intertwined. If you take care of your employees, they’ll take care of you — and your bottom line. What company doesn’t want that?
If you’d like to learn more about employee engagement, or discuss what you can do to start building a more engaged workforce, please feel free to contact us today. We offer fully customized talent acquisition and retention solutions. Also look for specific employee engagement ideas on this blog in the coming weeks!
To our valued employees and Talent:
Happy Friday – and Happy Employee Appreciation Day!
The first Friday in March is reserved as National Employee Appreciation Day, a day created in 1995 by Bob Nelson, a founding Recognition Professional International board member. What a great opportunity to recognize and thank you, our valued employees!
On this day, I want you to know that I couldn’t be more proud of all the people who make this company so great. Our company is unique. We have the great honor and privilege of not only employing internal employees, but also helping others find meaningful work in our clients’ locations across the country. Collectively, our company has more than 500 branch locations and employs approximately 250k employees annually.
While I’m unable to personally reach out to each one of you today, please know that I am deeply appreciative of your service, and I am committed to providing a great place for you to work.
Let’s show appreciation for each other
Of course, employee appreciation shouldn’t be reserved for just one day. That’s why we recently started a new program called “Crush It” where we encourage all teams to regularly huddle together and share two things: (1) Someone who has been “crushing it” on the job, and (2) Something that you are grateful for at home or work. This program has proven to be a great way for people to feel appreciated and recognized by their team.
Today, in honor of Employee Appreciation Day, I’d like to host a “Crush It” on my Facebook page! I invite you to leave a comment on today’s post and mention someone who has “crushed it.” Please include details, such as how this person went the extra mile or helped a co-worker with a difficult task.
Again, thank you to all of our employees and Talent. And if you’re not an employee or client yet, but are interested in learning more about our opportunities, please contact us!
Geno Cutolo, CEO
It’s a situation every manager dreads. You have to tell each of your team members that there’ll be no salary increases for the foreseeable future.
Far from an enviable position, but one that does come with a silver lining. Money isn’t the only perk that motivates staff. In fact, 89 percent of employees between the ages of 18 and 34 would prefer a perk to pay a raise, and 70 percent of those between the ages of 45 and 54 feel the same.
This, of course, doesn’t mean you should just forgo salary increases because staff may value time over money. Paying people what they’re worth just makes good business sense, and you can trust that the competition will gladly snatch a top performer away if given the chance.
So, the question remains: when you can’t offer people an annual raise, what’s a good alternative? The following are often a good place to start:
1. Performance bonus.
If a raise isn’t in the budget, a one-time performance bonus could be enough of an incentive to maintain employee morale, satisfaction, and engagement until you can offer an actual salary bump.
2. Flex time.
A perk employees value most is flexibility — even more so than pay. Eighty-eight percent of people would more heavily consider a job if the employer offered flexible hours. In lieu of a raise, consider giving staff more flexibility in their schedules.
As far as perks go, second to flexibility is often telecommuting, with 80 percent of people saying they’d consider a job if the employer offered the option to work from home. Give employees the opportunity to telecommute one or two days a week — it’ll save on their transportation costs, which is basically money in their pockets.
4. Unlimited vacation.
Did you know that two-thirds of people would consider taking a lower-paying job if it came with unlimited vacation? Not only could this serve as a sign that you trust your employees to manage their own workloads but the policy could convince people to forgo salary increases for the year.
Depending on your industry, your employees may be eligible or eager to participate in a professional organization. It might not be much, but you could always offer to pay for the dues associated with their participation.
6. Development program.
Sixty-three percent of Millennials feel their leadership skills aren’t being developed — at least according to a recent Deloitte Millennial Survey. They’re also 68 percent more likely to stay at an organization for more than five years when working with a mentor. Consider establishing a development program in place of a bump in pay.
7. Tuition reimbursement.
Establishing a tuition reimbursement program has a monetary value for many employees, and it also demonstrates that — even though you can’t offer a raise — you’re invested in their professional development and future.
8. Transportation reimbursement.
Gas, tolls, fares, and parking fees all add up. Offer to give a set amount of money back each month for employee transportation expenses. If that’s not feasible, look into providing some sort of discount for parking or using mass transit.
9. Personal perk.
Smaller organizations may want to sit down one-on-one with employees to explain the situation and come up with an individualized solution to no annual raise. One person may want additional time off, while another may take a membership to a gym or professional organization.
Sure, you might save a few bucks by skipping that annual raise. But those few bucks will come at an expense: turnover. And with turnover costing as much as 150 percent of the salary for the vacated role, offer the raise if you can swing it — if not, then an alternative is your best bet.
If you’d like more advice or insights for improving your business or building a stronger workforce, please feel free to contact our team today. We’d be more than happy to discuss your needs and help you determine what resources are necessary to make a real difference for your company’s future.
We’re excited to announce that Atterro has received Inavero’s Best of Staffing® Award for 2018! This honor is given to less than 2 percent of all staffing agencies in the US and Canada, and we’re thrilled to be recognized!
The best part: this award came from YOU, our valued clients. Presented in partnership with CareerBuilder, the Best of Staffing® Awards are based entirely on ratings provided by clients and talent. Atterro received satisfaction scores of 9 or 10 out of 10 from 68.4 percent of our clients, significantly higher than the industry’s average of 32 percent.
“We work hard to take care of our valued clients, and we’re honored to be recognized for our efforts,” said Greg Jensen, SVP of Atterro. “We appreciate the trust that our clients put in us every day, and we value their partnership.”
If you were one of the many people who took the time to fill out a satisfaction survey on our behalf, thank you! We couldn’t have won this award without you, and we’re dedicated to continuing to earn your stamp of approval.
With the holidays in the rearview mirror, many of us can’t help but feel a little drained. It’s like we need time off after having time off, which isn’t usually possible. As we get further into the New Year, work is undoubtedly starting to ramp up again.
If you’re feeling a bit burnt out and need to recharge, there are plenty of ways to do this from the comfort of your own home, or even the office. Don’t worry about packing a bag; the following can help you reinvigorate your mind and body:
- Unplug. Do you unplug while on vacation? You can also do the same when at home. Scheduling a “digital detox” and turning off your computer and phone is one of the easiest ways to give yourself some time to disengage from the day and recharge. Sure, you’ll probably feel a little lost at first, but it’ll give you the opportunity to focus on other things, like a hobby, exercise, or just reading a book.
- Make a routine of the un-routine. A routine is all well and good, as it can help you stay productive, but it can also get monotonous and lead to feeling like you’re in a rut. Shake up your day and do something you wouldn’t ordinarily do like test drive your dream car, take a different route to work, eat somewhere new, or even say “yes” to everything for an entire day. Small changes can make all the difference.
- Head outdoors. Sunny days do more than just boost your mood — they increase the level of serotonin, which leads to feelings of satisfaction and calmness. If you feel in need of a recharge, don’t work through lunch. Instead, use the time to take a walk outside. Better yet, wake up early and do the same before heading into the office.
- Act like a tourist. Chances are, somebody visits the place you live while on vacation. If not, then probably a town or city nearby. Take in the sights like a tourist. Visit museums, indulge in a dinner out on the town, or tour some landmarks. Just because you didn’t hop on a plane and book a hotel doesn’t change the fact that you likely live somewhere with just as much to do as anywhere else.
- Offload the grind. The problem with weekends is that you’re probably surrounded by all the things you didn’t get done during the week. Dirty laundry anyone? When away from the office, it isn’t all that revitalizing to spend the whole time doing work. Look for ways to offload some of your more taxing or tedious chores. If you’ve got kids, consider roping them into lending a hand. Or, try to get everything done in one day to give yourself the full other day to really decompress.
- Indulge. No one can deny that you work hard all week long. So, don’t you deserve to pamper yourself once in a while? Ask yourself if there’s something you’ve been putting off, be it a purchase or an experience. Maybe it’s a spa day, or playing a round of golf. Whatever it is, just do it. Even the smallest of indulgences can help refresh the soul and make you feel good inside.
- Let your brain roam. Ever notice how your best ideas often come to you in the shower? That’s because you unknowingly let your mind wander. When you spend most of the day with your mind locked into logical thinking, you should take the time to let it be free to roam. Roaming is like daydreaming, which can have a ripple effect throughout the entire body and bring a relaxed state of being. You’ll be surprised how good you’ll feel after.
Recharging your battery is all about making time for yourself — and time, as they say, doesn’t cost a thing — or maybe that’s love. Either way, you deserve to take a break from time to time, and it’s totally possible even when you can’t get away.
Did you know that January is National Mentoring Month? While this initiative mostly involves youth mentorship, we thought it would be the perfect opportunity to discuss mentoring as a whole. After all, being an effective mentor — for anyone at any age — is much more difficult than most people think.
As a mentor, you won’t just offer up your professional advice. You’ll be taking on the role of teacher, coach, counselor, and friend, which is a big responsibility. And that means getting to know enough about your mentee to identify where to push the person to take risks and to aim higher in his or her professional and personal life. Mentorship is all about helping someone seek out the opportunities necessary to grow and excel.
For the best results as a mentor, we suggest you follow these eight steps:
Commit to the relationship
Great mentors take the job of trusted advisor seriously, and that means learning as much as you can about the person you’re counseling. If you don’t put in the time to really understand where that person is in his or her professional and personal life, you can’t expect to become a great mentor. Act as if your career is just as much on the line as your mentee’s.
As a mentor, your main job is to provide advice and encouragement, but you can’t start to do that if you don’t take the time to listen and understand the situation. In fact, you’ll spend a considerable amount of time listening — more so than speaking. Let the person vent and talk through whatever confusion or obstacle he or she is facing. Sometimes, that alone is enough to resolve the problem at hand.
Pose questions, not answers
Sure, your mentee will inevitably come to you for advice, and you never want to withhold your sage wisdom. But the best mentors will ask questions a lot more than provide directions. You see, what worked for one person won’t necessarily work for the next, so you’ll want to guide your mentee with questions like, “What’s getting in your way?” or “What will happen if you take that path?” The goal is lead your protégé toward his or her own insights — teach a man to fish, as they say.
Periodic meetings between yourself and your mentee don’t do much to build any sort of relationship. Your accessibility will make all the difference. Be as available as possible to take a call, meet for coffee, or have an impromptu meeting. You never know when mentee will encounter high-stress challenges or obstacles in the workplace. These are the opportunities to coach and help your protégé learn new skills and navigate a difficult situation.
Keep it honest
It’s easy to tell people what they want to hear, but truly great mentors have the difficult task of telling people what they need to hear. If your mentee has made a bad decision, speak up. Just keep the conversation constructive and feel comfortable sharing what you would’ve done in that same situation. By that same token, you should also feel comfortable sharing mistakes you’ve made. You actually do your mentee a disservice when you stay mum with what you’ve learned from your failings.
All great mentors enter into the mentor-mentee relationship with at least one expectation for what the two parties will achieve together. Is it to develop new skills? Is it to establish a long-range career plan? Does the mentee need help navigating a particular workplace problem? No matter the goal (or goals, really), take the time to set expectations for the relationship and then hold both of you accountable for the parts you’ll play in achieving them.
Open up your network
Introducing your protégé to those who could influence his or her career is another importance facet of being a great mentor — assuming, of course, you believe in your mentee’s abilities. If you know someone who can assist in some way, help make the connection. If, however, you’re not comfortable doing this, you may need to reconsider your relationship. After all, the choice of mentee does say something about the mentor, and the affiliation can affect your reputation.
Know your shelf-life
The mentor-mentee relationship is a little different than most other relationships in that it isn’t meant to last forever — formally speaking, of course. As the two of you work together, there will come a time when you’ll have nothing left to “teach” your mentee. You’ll still keep in touch and offer advice from time to time, but the relationship will have run its course and formal meetings are no longer necessary. Let someone else take up the helm of mentor for your protégé.
There are mentors, and then there are great mentors. If you’re going to guide someone’s career and offer your insights and advice, the latter is where to aim your sights, so invest in the relationship, be as accessible as possible, and truly listen to what your mentee is sharing with you. Only then can you go above and beyond as a mentor.
Looking for a mentor of your own? Check out the tips in this article.
You have the drive. Your experience and background have helped you advance so far. You’ve even made a habit of keeping in contact with colleagues from the past. But for some odd reason, you now find yourself at a point where you’re not seeing the results you’d hoped in your career.
We’ve got three words for you: find a mentor.
A mentor is that one person who will take you under his or her wing and guide you through all the trials and tribulations of your professional life. This person helps you improve the quality of your decisions, increases the breadth of your skills, and provides opportunities that wouldn’t likely be available otherwise.
Finding the Ideal Mentor
Unfortunately, many people aren’t sure exactly how to go about finding a mentor — and an ideal one, at that. They start there searching thinking they need a seasoned professional who’s been in the business for years. While this is often the case, your choice in mentor isn’t about age so much as who will best suit your needs — and suit your needs at that particular time.
So, we suggest you consider the following when looking for someone to help you grow your career:
1. Clarify your needs.
The more you know about yourself, the easier it’ll be to find the right person to fill the role. Take an honest look at your strengths and weaknesses to help decide what you need to learn and where you need to grow.
Doing a little legwork up front can help you identify the types of qualities in a mentor that would be most beneficial to you at this point in your career. Is it someone with expertise in a certain field? Is it someone with lots of connections in your chosen industry?
Besides the obvious, consider what kind of mentor will work best with your personality, if you’ll want a good listener, or need someone who’s been down your particular road before, like switching careers or moving from one specific role to another.
2. Look to those closest to you.
When looking to fill the role of mentor, begin your search close to home, like family and friends, before extending out into your network. For example, you may find someone perfect for you through a mutual friend or colleague.
If you’re still unable to nail down a mentor, consider attending business associations in your area, joining community groups, or volunteering for nonprofit organizations. As you get to know the members, you’ll likely find someone who fits the bill.
3. Set your expectations.
People enter into a professional arrangement with expectations of the other party. Mentorship is no different. Set some expectations for a mentor to help you focus on your need and narrow down your options further.
And once you find someone who agrees to mentor you, you’ll also be able to clearly explain your expectations of the relationship. The other person will then better understand the time commitment, topics for discussion, and goals for a successful mentorship.
4. Schedule a few meetings.
Doing a few informational interviews is completely normal when in search of a mentor. Sit down with your top candidates to determine who meets your criteria – and is eager and available to be your mentor.
By assessing the attributes of each potential mentor, in tandem with your needs as a mentee (not to mention the chemistry between yourself and the other person), the ideal candidate will inevitably emerge.
Don’t get discouraged if finding a mentor takes longer than you think. Not everyone will want to take on this responsibility. After all, mentorship is a time commitment. It can also be emotionally taxing for the other person. He or she has essentially invested in your career success.
Bolstering Your Professional Potential
But if at first you don’t succeed, try and try again. You will find someone who’s more than happy to tell you the hard truths, share his or her wisdom, and guide you toward your career goals. And when they do, you’ll find yourself reaping the benefits in many ways, including:
- Feedback. Besides maybe your manager, you have few opportunities to receive honest feedback. But the most rewarding aspect of your mentor’s feedback is that it entails more than just job performance and can touch on communication, leadership, and other skills.
- Practical advice. Mentors can provide you practical advice on not just your career or how to succeed at your job but salary negotiations, networking, and even dealing with difficult people in the workplace.
- Skills. If you’re selective in your choice of mentor (or mentors), you have the chance to learn very specific skills relevant to your professional and personal goals. Mentors often will suggest ways in which you can improve in a particular area or two.
- Credibility. Because your mentor has likely earned a certain amount of respect, his or her credibility will inevitably rub off on you. Your association with this person affects other people’s regard of you and your abilities.
- Opportunities. Mentors often know of job openings within an industry. As they learn your strengths and goals, they’re more apt to forward you opportunities — it’s not what you know but who, as they say
Behind even the most successful person, you will likely find a person was essential in getting him or her there. So no matter where you are in your career, find a mentor. It’s a proven method for reaching your career goals — and reaching them much faster than you would before.
With record low unemployment rates and multiple options for employment, the war for talent continues to intensify. The job market is very near what economists call full employment – that is, most of the unemployed workforce is in between jobs. In this environment, finding – and keeping – qualified workers is a challenge.
To remain competitive, successful employers are embracing the following seven trends:
1. Candidate experience
2. Shorter hiring processes
Time is the fastest way to kill a deal. Employers must be prepared to act quickly when the right candidate comes along. According to our annual employer survey, 59 percent believe the hiring process (from first interview to job offer) should last seven days or less, and 24 percent lose interest when faced with a long hiring process.
3. Leadership training & development
Internal leadership development is crucial to success. As budgets tighten, it’s also often one of the first things to get cut. Investing in your leaders is an investment in your entire workforce.
To become a top employer, you need to take an honest assessment of your company culture. Even if your culture isn’t where you want it to be, start working toward your goal and be open with candidates and employees. Build trust by being transparent and encouraging your employees to voice their opinions and ideas.
5. Job perks
In addition to standard benefits packages (medical insurance, retirement plans, etc.) employees want to feel respected and recognized with incentives and perks, including flexible schedules, bonus opportunities, training, long-term career planning, and fun company-sponsored events.
In our annual talent survey, the following perks were ranked as follows:
- Flexible work schedule or compressed work week
- Liberal paid time off policies
- Remote work location
- Continuing education opportunities
- Recognition programs
- Paid fitness memberships
6. Artificial intelligence
Artificial intelligence (AI) is a rising trend in the world of recruiting and is quickly moving from experimentation to expectation. It is not replacing the need for recruiters, but is instead reducing the “grunt work” and freeing recruiters to focus on interviewing and closing job offers. AI has been used to:
- Identify the best candidates from a large applicant pool
- Schedule interviews
- Communicate with candidates
- Measure staffing KPIs, such as quality of hire
7. Competitive Wages
With the increasing demand for company culture and employee perks, it’s easy to lose sight of the importance of competitive pay. Salary still trumps benefits. Many employers are increasing pay rates to attract and retain the qualified talent they need.
To hit the “salary sweet spot,” follow these steps:
- Review salary surveys. Choose a reputable source that adjusts rates for your area.
- Check supply/demand reports. When demand outweighs supply, you need to adjust your job offers accordingly.
- Find a local expert. Partner with Atterro to set salaries that will meet or exceed other employers in your area.
Remember, it will likely cost more to replace a good employee than to offer the pay increase you may be hesitant to give. According to the Society for Human Resource Management, replacement costs can reach as high as 50-60% of an employee’s annual salary, with total costs associated with turnover ranging from 90-200% of annual salary.
There you have it! Seven trends impacting employers of all types and sizes. Luckily, Atterro is here be your resource as you plan staffing budgets, set salary levels, and build and retain an engaged workforce in 2018. To learn more about these trends and receive your copy of our 2018 Salary Guide, contact us today!