Job crisis: 5 tips to keep your employees

Job crisis: 5 tips to keep your employees

Unsurprisingly, the labor shortage that has been heralded for years has quickly turned into one job crisis.

Now, while we’re talking about the “great resignation” across Quebec, the future of companies and organizations is playing out on two fronts: attracting talent, of course, but also retaining employees.

Recruiting new staff is essential, even though it has become a difficult task and hiring a new person is a significant hassle. It’s also important to know how to keep the right resources in-house before a competitor comes along to tempt you!

How can an employer remain attractive and competitive in today’s market?

1. Embody the values ​​you stand for

Do you live these beautiful values ​​that you certainly believe in, that you integrate into your communication and your company presentations? As the saying goes, boots should follow lips.

If you promote openness, communication and respect as corporate values, these must be present in every decision made by managers and leaders on a daily basis, and in the overall vision, including your mission and business goals.

Many employees complain that the values ​​represented by their employer are not lived out in everyday life. For example, an organization that projects an image of “family spirit” while promoting competition rather than collaboration can become a source of great frustration for employees.

When top management embodies strong values, it affects the entire corporate culture, thus ensuring an authentic work environment far removed from marketing buzzwords and promoting real commitment from your employees on a daily basis.

2. Listen to your employees

Most managers claim to be listening, but are they really listening? When an employee expresses dissatisfaction with a situation in the workplace, there is a good chance that you can solve a large part of the problem by really listening to them without trying to make excuses or return the criticism.

While these are often uncomfortable discussions, especially when the manager being criticized is also the subject of criticism, these discussions are healthy and essential. They lead to better cohesion in the team and should be viewed as constructive.

Create a climate of trust and encourage your employees to share their frustrations as well as their satisfaction in a caring and non-judgmental environment. Your employees know best what works and what doesn’t. Listening to you makes all the difference.

Digital tools like the Officevibe platform, developed in Montreal, can help improve communication within your teams, allowing you to take the pulse of the work climate and understand the issues in order to be able to act better.

3. Adopt a global compensation approach

Many people, both employees and managers, tend to see a high salary as the most attractive trait in an organization. But while that’s true for some candidates, competitive compensation can’t be your company’s only selling point. In the current context, more than ever, the employee experience must be at the center of management efforts.

In addition to a fair and marketable salary, employees, both in an SME and in a large company, expect (and deserve!) additional options such as:

  • The possibility of teleworking and operation in hybrid mode;
  • Flexible working hours;
  • A good work-life balance;
  • The education goes on;
  • A support program for employees;
  • family insurance;
  • team activities.

Flexibility is the keyword here. By offering your employees a total compensation package that gives them more freedom, you, in turn, get better engagement and job satisfaction.

4. Put people at the center of your mission

All organizations have a mission statement which is published on their website and in their staff handbook. Is that clear? Is it embodied daily?

All businesses, whether they sell goods or services, benefit from putting people at the center of their mission. Your employees are your best resource and the hardest to replace. Know how to bring cohesion to your teams by highlighting achievements and showing how every small gesture contributes to the achievement of the overall goals that everyone needs to focus their efforts on.

Workers now wonder “why work”, marvel at their fulfillment at work, and tend to focus their energies on what gives their lives the greatest meaning.

When your company mission is well defined, your employees will feel like they are working towards a clear common goal. They’ll feel more engaged, less likely to look elsewhere, and become natural ambassadors for your business. Something to attract potential candidates!

5. Watch out for exit interviews

If, despite your best efforts, employees choose a different career, they see their departure as an opportunity for improvement.

Exit interviews, more than just an HR formality, are a wealth of information about what’s going and wrong at your company.

This is the perfect time to identify the challenges within the team, identify the irritations to be addressed, and identify the opportunities for improvement to not only prevent further attrition, but increase employee satisfaction in the future.

You probably won’t be able to convince that person to stay, but you can already take steps to prevent others from deciding to leave!

Change for the better!

While the jobs crisis brings with it many upheavals in how organizations work and their vision, it is also a great opportunity to rethink the world of work.

Take the time to assess your company’s situation and identify actions that could be taken to improve the working environment for your employees.

Aim for what makes your company a great place to work… and let the professionals in your field know!

Promutuel Insurance is characterized by a stimulating work environment and numerous benefits that allow you to grow professionally and personally. Joining a dedicated team that puts you at the center of its priorities, that’s what makes Promutuel Insurance different. when you got there Check their vacancies!