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How to Retain Employees When It’s Never Been Easier to Quit

How to Retain Employees When It’s Never Been Easier to Quit

With remote work becoming a permanent option for many companies, quitting a job has never been easier. With most or all of your staff working from home or at least in a hybrid environment, it’s more challenging for employees to feel engaged with a new job. If you start a new job working remotely, it’s difficult to establish relationships with your colleagues, and you can adopt an “easy-come, easy-go” attitude. Without forming in-person connections with your co-workers, it takes some feelings away when deciding to leave for another opportunity. So, with remote work not going anywhere, what can your company do to retain your employees?

Expand your leadership team

With new policy and technological changes resulting from working from home, you may need to add a new leadership role. We are still navigating uncharted waters with new issues arising every day as we work from home during the pandemic. As a result, it may be time to add a new position to your team: Director of Remote Work. Facebook added this new position at the end of 2020 to help with the transition of becoming a more remote-friendly company. The creation of this position was to ensure an equitable and supportive environment for team members across the board. Now, this person doesn’t have to be in a director-level role; however, it can be beneficial to create a position responsible for improving your employees’ remote work experience.

Reshaping your company culture

Another way to combat employees from jumping ship while working from home is to reshape your company culture. You can implement a few initiatives to build engagement with your staff and help them develop that connection and sense of commitment to their team. For example, you can encourage your staff to share pictures or stories to help your workers get to know each other a little better. Our team at JSG just shared a collection of our kids’ (and grandkids’) back-to-school photos! This activity was a fun way to get to know some of our co-workers and share an essential piece of their lives. Other ways to bolster your company culture while working remote are establishing no-meeting days, scheduling regular check-ins with your team, and fun competitions.

Encourage communication from leadership

Additionally, to help retain your staff during this unprecedented time, you should encourage more communication from your leadership team. A recent survey revealed that 30% of remote workers believe employers can improve their culture by increasing communication from leaders. During times like these, it’s even more critical for your leadership team to make themselves available and communicate what’s going on with the company. Whether it’s upcoming policy changes, new regulations, or just sharing their support, leaders must speak up during these trying times. A little communication can go a long way with your staff and make them feel more appreciated.

JSG is here to help

Those are three changes your team can make to retain employees when it’s never been easier to quit. If you are still struggling to find qualified candidates that will stick around, reach out to our recruiting team! We will work with you to source candidates that will be compatible with your team and won’t unexpectedly jump ship.

What Are Job Seekers Looking for in 2021 and Beyond?

What Are Job Seekers Looking for in 2021 & Beyond?

Labor Day and the unofficial end of summer are (shockingly) just around the corner. As the last quarter of the year creeps upon us, many Americans are turning their attention beyond last-minute summer activities. According to the Pulse of the American Worker Survey: Special Report, 26% of all workers plan to look for a new job opportunity this year. This is encouraging for many employers looking to add new talent to their teams before the end of the year; however, to attract these job seekers during the Great Resignation, you must understand what they are looking for in a new role.

Remote work is no longer a benefit

The pandemic has made it clear that the majority of workers value remote work in some capacity. In fact, 87% of workers would like to work from home at least one day a week after the pandemic wanes. In other words, remote work is no longer a benefit, it’s a necessity for many workers. If your company is not supporting this demand, your candidate pool may fizzle out quickly.

Working from home still gets a bad rap by many employers. Some hiring managers believe that their workers are not as productive working from home or that it’s hard to collaborate. And this is likely true in some circumstances, but most employers ironed out these concerns over the last 18+ months. But with 1 in 3 workers not wanting to work for an employer that requires them to be onsite full-time, it may be time to rethink your post-pandemic workplace.

Why do workers want remote work?

Therefore, it’s clear that workers value remote work and will be looking for new opportunities that offer more flexibility. So, as an employer, it’s imperative to understand why workers care so much about it. According to the same survey, workers desire remote work for numerous reasons, including saving money, saving time (by not commuting), more time with family, better sleep, and improved health and stress levels. These are all great reasons why your team should be supporting remote work in some capacity.

Job seekers want a caring culture

Another aspect job seekers in today’s market are concerned with is healthy company culture. This desire is nothing new to employers, and many companies have been working diligently to foster a more inclusive culture in recent years. However, cultivating a caring culture can be a little more challenging with a hybrid workforce. Currently, 45% of workers still feel disconnected from their employer while working from home. According to respondents of this survey, culture in a remote environment can be improved by:

  • Companies offering remote-work resources
  • Updating company policies to reflect current times
  • More communication from the leadership team

These are three essential changes your team can make to develop a better company culture, even as some teammates continue to work remotely.

Are you looking for more hiring resources?

Those are the key things job seekers are looking for in new job opportunities. If you are looking for more ways to offer a better working experience and attract new talent, review our Client Resources!

How to Foster Company Culture While Working from Home

How to Foster Company Culture While Working from Home

Establishing an inclusive, strong company culture has become a priority in recent years for many companies. When the job market was scorching hot a few years back, employers looked for ways to reshape their culture to retain their best team players and attract new job seekers. But as millions of people are working from home, it’s become even more challenging to nurture culture. And as many remote workers begin to feel burnt out and isolated, it’s crucial to confront this issue head-on. Here is how your team can foster a strong company culture while your staff is working from home.

Virtual activities

When everyone is in the office, synergy and teamwork are more natural. Your team can plan office parties, go to happy hours after work, and do other exercises that cultivate culture. But just because the bulk of your team is working remotely, it doesn’t mean that you can’t organize similar activities. You can schedule virtual activities to give your team a break from work and have a little fun. A recent article from the New York Times illustrated that some smaller businesses were doing virtual movie nights, online games, and some in-person outdoor events. These virtual activities are a fun way for your staff to have a little fun, build chemistry with one another, and feel like they are part of a team.

Zoom fatigue is real, and it’s causing some remote workers anxiety. Another excellent strategy some employers are endorsing is meeting-free days. Blocking out one day a week where no meetings are allowed so your team can focus on their work without constant interruptions is a great way to ease the pressure off your staff and improve your company’s culture.

Share stories and pictures

At this point, most of you probably have your cameras turned off during video calls. You probably haven’t seen some of your coworkers for months (or even longer). When you are not physically together, you can miss out on some water cooler conversations. As a result, it can be difficult to keep up with what’s going on with your colleagues outside of work. An easy strategy to remedy this is to encourage your staff to share pictures and stories. Did someone just have a baby? What were your pandemic projects that you proudly finished? Developed any new hobbies over the last 18+ months? These are all things that are fun to share with each other virtually! So, whether it’s a staff newsletter or a fun Slack channel, sharing stories and pictures with your colleagues is a great way to cultivate culture.

Our team at JSG all submitted our work from home pictures at the beginning of the pandemic. Check them out here!

Friendly competitions

Who doesn’t love a friendly competition? These competitions can be work-related or just for fun. Football season is coming up, so creating a company fantasy football league is a great way to have a little fun and bond with your coworkers. Your programming team can do a virtual hackathon, or you can host a trivia night with some fun questions about your company, industry, or products. You can even do costume competitions for Halloween (which is spookily just around the corner). Whatever your team decides, creating some friendly competitions is an excellent way to build company culture while your team is working from home.

Regular check-ins

Last but not least, your team can schedule regular check-ins with your staff to gauge how they are doing. When working from home, it can sometimes be more challenging to have one-on-one conversations with your team. Regularly checking in to see how they are doing and understand what you and the company can do to support them will go a long way. Your staff will ultimately be better-taken care of and appreciated. Plus, you will learn new ways to help them do their jobs better and provide a healthier work-life balance.

Those are four ways you can foster a more robust company culture while working from home. If you are looking for more ways to support your staff and offer a better experience, check out our Client Resources!

3 Ways To Assess A Company’s Culture During Your Job Search

3 Ways To Assess A Company’s Culture During Your Job Search

Now more than ever, it’s essential to understand a company’s culture before joining their team. According to a report by SHRM, in the last year, one in five Americans left a job due to poor company culture. Additionally, consumers are holding brands accountable. In a recent COVID-19 brand trust report, 90% of people believe brands must do everything they can to protect their employees’ and suppliers’ well-being and financial security. So, it won’t cut it anymore to simply provide a competitive salary. But how can you determine the company’s culture during your job search? Start with these three ways.

Do Your Research

Now, with the presence of social media, it’s easier than ever to get a picture of a company’s culture. Check out their LinkedIn, Facebook, Instagram, and Twitter. Don’t forget to explore employee profiles too! Additionally, browse company reviews on Glassdoor or Google to get an idea of what past and current employees think. (Just remember to take reviews with a grain of salt!) And, if any red flags come up, be sure to address them during your interview.

Observe

If you go in person for an interview, be sure to observe everything around you. Do the other employees seem friendly and happy to be at work? What does the office look like? You want to keep an eye out for how people are dressed, office cleanliness, and updated equipment. As you observe, try to picture yourself as an employee. Does it seem like a place you could see yourself working?

Ask The Right Questions

When the interviewer turns it back around to you, have a couple of great questions at the ready. You want to go beyond the obvious, “what’s the company culture here?” in order to paint a complete picture of the team and company culture. Here are a few of our favorites (and what to listen for in an answer):

Tell Me About A Recent Team Win.

When the interviewer answers this question, you want to hear them celebrate wins, both big and small. Additionally, a hiring manager should give recognition to the team members involved.

How Does The Department Handle Conflict?

Conflict is bound to come up in team environments. However, it’s all about how the leadership handles it. Ideally, they will have a process in place to address inner-team conflict. The answer you don’t want to hear is, “we don’t have conflict.” Chances are, they are avoiding it, or team members don’t feel comfortable sharing any conflicts with their manager!

Are There Opportunities For Development?

Development opportunities are a great indicator of a supportive and encouraging work culture. If companies give their employees the chance to grow their skills and move up in the company, they will invest in your success.

In the end, there’s actually quite a bit you can learn from about a company’s culture from the outside. You just have to know what to look for! Another great way to understand company culture is to partner with a recruiting firm like Johnson Service Group. We have exclusive relationships with hiring managers and get all of the insider information that you need. Ready to get started? Explore our jobs or contact a recruiter today!

3 Ways Companies Can Offer Flexibility For Employees

3 Ways Companies Can Offer Flexibility For Employees

As states across the country start to establish plans for fall education, many companies are finding themselves needing to adapt. As such, you need to offer options and provide flexibility for employees. Everyone is juggling work, assisting their kids with home learning, and following appropriate social distancing guidelines. Here are three ways you can accommodate your team member’s needs while still allowing for maximum productivity.

Implement Work From Home Flexibility

Dozens of major companies have announced that employees won’t be going back into the office until at least 2021, including Scotiabank, Google, and Indeed. Others like Facebook, Slack, and Zillow have communicated that employees don’t ever have to come back to the office in the same capacity. Due to ever-changing lockdowns and changes to the school system, many companies are forced to come to terms with a new future of work. Whether you offer full-time work from home options or flexible workweeks, your employees need it now more than ever. As Google CEO Sundar Pichai explained in a memo to employees, “I hope this will offer the flexibility you need to balance work with taking care of yourselves and your loved ones over the next 12 months.”

Expand Your PTO Policies

The pandemic has changed how we think about PTO. Former policies consisting of five days of sick time will not fly moving forward when the minimum quarantine time for Coronavirus is 14 days. Provide clear communication about new sick policies to your team often. Make sure they understand proper protocols if they do need to quarantine or take time off to recover.

Establish boundaries

Recent research shows that since the beginning of the pandemic, the average workday has lasted 48.5 minutes longer. Your employees are feeling the pressure of a global pandemic, an economic recession, and increased childcare demands. By setting clear boundaries (everyone logs off at 5 pm, no matter what), you can help your team avoid burnout.

By offering flexibility for employees, you demonstrate your investment in the team. Interested in more management and hiring tips? Explore our client resources!

5 Ways To Have Fun At Work

5 Ways To Have Fun At Work

The reasons for wanting to have fun in the workplace are kind of obvious. However, having a bit of fun at work makes your team happier, more productive, and it creates a company culture that others want to join. Employee satisfaction is essential to establishing a good company culture that you can brag about! A study from CIPHR, researchers found that, on average, happier employees range between 12-20 percent more productive. This means you can be happier AND do your job better simultaneously! Here are five ways to start incorporating fun into the workplace.  

Communal Lunches 

Nothing brings people together more than food. Support your favorite local restaurant by ordering takeout to the office. Your employees will leave these team lunches with fuller bellies and hearts after socializing over some delicious food!  

Furry Coworkers 

Working in an office full of furry coworkers sounds like a dream come true. Puppies around the office are fun and a great way not to leave your pup at home all day when you’re working 9-5 pm. Besides, dogs are yet another sly and fun way to increase employee productivity. A new study from Virginia Commonwealth University found that dogs in the workplace reduce employee stress levels and improve productivity!  

Friday Afternoon Games 

When Friday afternoon rolls around, most employees feel that TGIF mood, so why not use these positive spirits to better your team? Conduct some office games to boost energy, introduce some friendly competition, improve relationships, and develop team harmony. There are so many office games to choose from! To start, you can race around the office, bring in a basketball and mini hoop, or play office Olympic tournaments. Office games are the perfect ending to a Friday workday and a great start to the weekend.  

Happy Hour 

It’s essential for your team to connect outside of the workplace. When you’re outside a work environment, you can establish meaningful relationships and bonds with your coworkers. These relationships are easily transferrable to the workplace as well. Going out to happy hour is a great way to bring people together!  

Check Your Attitude at the Door 

Lastly, you need to check your attitude and mood when you enter the workplace. No one wants to work with someone that is always glooming around. Try to leave your personal life and emotions at the door so that you don’t affect those around you. Afterall, moods are contagious, and there’s even a scientific name for it! It’s called ‘emotional contagion,’ which psychologists at Scientific American define as “a three-step process through which one person’s feelings transfer to another.” Affect your coworkers with positive energy instead! 

Get your coworkers on board with some of these fun suggestions and watch your team’s happiness, productivity, and energy boost! If you’re having fun, that’s a sign that you are comfortable enough to let you guard down, which is the perfect storm for creative ideation. Build your team in the right direction by allowing some major fun in the workplace.

Interested in more management and hiring advice? Visit our client resources!

attract job seekers during COVID-19

How to Attract Job Seekers During COVID-19

Jobless claims in the United States jumped yet again today. On Thursday, the BLS reported another 1.9 million Americans applied for unemployment benefits, bringing the total number of unemployed to 43+ million. Yet employers that are hiring are struggling to attract the right candidates. This rift is perplexing with so many people out of work. Some workers that are laid off are enjoying their newfound free time, some are making even more money on unemployment than when they were working, and others are just difficult to find. If you are one of the many employers that need talent, here is how your team can attract job seekers during COVID-19.

Share your benefits and perks

With an extra $600 per month on unemployment, thousands of workers are making more than they were while employed. So, how do you attract those people that are making extra money each week while enjoying a little free time? Your organization should make your company’s benefits and perks transparent. In your job descriptions, layout the benefits you offer, as well as the perks your team gets to have. Offer occasional remote work or have an outstanding 401(k) program? Share that early (and often) in your recruitment efforts! These perks are challenging to come by for many job seekers, so sharing your benefits will be your secret weapon.

Share a glimpse of your culture

Another excellent way to attract top-notch job seekers is to share a glimpse of your company culture. Culture is huge right now, and job seekers want to work for an employer that aligns with their values and beliefs. When you write your job descriptions, add a section that briefly discusses what it’s like to be part of your team. Include links to videos, social media posts, or sections of your website that illustrate your culture.

If your new employees will be working remotely at first or even temporarily, ensure you make them feel welcome from their first day. It can be challenging to build a strong culture remotely. If you are looking for ways to create a positive employee experience for your remote team, here are a few things you can implement to help you attract and retain your staff.

Referral programs

Do you offer a referral program? If you have a teammate that refers a candidate to an open position of yours, reward their efforts! If that referral leads to a hire, give that employee a nice thank you and a small token of your appreciation. Whether it’s a gift card or even a cash bonus, creating a referral program is a great way to attract qualified candidates, even during a global pandemic. If you have a program, ensure your entire staff knows about it so they are incentivized to send over great resumes!

Work with a recruiting firm

These are just a few things your team can do to attract job seekers during COVID-19. But if your team is still struggling to attract candidates during the pandemic, don’t give up hope. Work with a recruiting firm, like Johnson Service Group, that can help you source the right candidates for your team. We have a pipeline of excellent candidates that are ready to get back to work now.

Candidate Experience

How To Hire Virtually & Offer A Great Candidate Experience

Across the globe, millions of people are finding themselves in a new working environment: their homes. Over 158 million workers are now working from home under quarantine due to the coronavirus. As a result, recruiters, hiring managers, and talent acquisition professionals must adjust their hiring strategies as they continue to hire new employees virtually. Here are a few ways your team can generate a great candidate experience while working remotely.

Be clear about your hiring process

There is a lot of uncertainty right now, and things are constantly changing every day. It’s essential now more than ever to be clear about your hiring process with your candidates. You can start this communication as early in the process as the job description. Many companies are already doing this by adding a blurb in the job description that clarifies their process.

For example, if you’re willing to hire remote at this moment and want the candidate to transition on-site once we are over the hill with COVID-19, state that in the job description. Or, if you hire now but wait a few weeks to onboard due to a state-wide “stay at home” order, clarify that in the job description. It’s crucial to be clear about your intentions with your candidates.

And if there are any changes in your hiring process (which are likely to happen), communicate that with all of your candidates. A great example is an email Google sent out to all their candidates about switching to video interviews:

“In light of the coronavirus (COVID-19) and to protect our candidates’ and interviewers’ health and wellbeing, we will be conducting all Google interviews globally virtually via Google Hangout (or BlueJeans for applicable countries) for the foreseeable future.”

Be opened minded about hiring over video

Speaking of video interviews, many companies are finding themselves switching to virtual interviews instead of face-to-face. This may be a regular step in your hiring process or a brand-new concept. Either way, your team should be open to hiring over video at this time. Many companies have policies in place against hiring over a video call.  However, during these trying times, we suggest permitting hiring over video. It may feel a little weird or uncomfortable, but we don’t know when we’ll overcome the COVID-19 pandemic, and there is no reason to halt your hiring efforts over this. If you need the staff now, take a step out of your comfort zone, and hire candidates virtually. This will help ensure you don’t miss out on great talent that will likely move on to another opportunity that’s willing to hire virtually.

Showcase a positive candidate experience

During these times, it’s crucial to showcase your company culture to your candidates. When you host face-to-face interviews, a candidate can get a sense of your company’s culture. However, over a video interview or phone call, it’s more challenging to show off your team’s culture. In other words, you must go out of your way to make it easier for a candidate to get a glimpse of your culture. For example, send them a video of company events to demonstrate your company culture or links to your social media that may give them a feel for your brand and team.

And if your new hires work remotely for a few weeks because of the coronavirus, send them a care package. Include some company swag, a welcome card, a coffee mug, or other items along these lines. Small gestures like this go a long way with offering a positive candidate experience.

How To Determine If A Company Will Be A Good Culture Fit

How To Determine If A Company Will Be A Good Culture Fit

In a candidate-driven job market, it can seem like the world is your oyster when it comes to making a career move. But that doesn’t mean you want to take just any job! You want to find one that is a fit for your skills and experience; you want a job that will allow for continued growth. Something else you want to be on the lookout for? A company and team that will be a good culture fit. Use these three tactics to discover your next step!

Do Your Research

Before you interview, or even before you apply, research the company. Of course, you’ll want to check out their website, but also be sure to browse their various social media accounts. This may give you a peek into what the office is like if they frequently do events outside of work, and a more in-depth demonstration of their mission and values. Last, but certainly not least, LinkedIn is your best friend. Find the company on LinkedIn, click on “see all employees on LinkedIn.” Peruse employee profiles to get an idea of the company culture. A few specific things to look for: how long employees have been at the company, how they describe their job, and if they have recommendations and endorsements from coworkers.

Ask Great Questions

Once you get to the end of your interview and the Hiring Manager asks, “do you have any questions for us?” This is your chance! Use this opportunity to ask a couple of great questions that will give you further insight into the company culture. Here are a few of our favorites:

“What is your favorite thing about working for ABC Company?”

“How will this position interact with other team members and departments?”

“How does ABC Company tie their values into their day-to-day operations?”

Pay Attention To The Little Things

The smallest details can give you a hint as to the culture fit of a company! When you go in for an in-person interview, be aware of your surroundings. What is the general attitude or vibe of the office? Do the current employees seem friendly and welcoming? If you have the opportunity to meet with other team members, be sure to ask the same questions you would ask leadership and more! Don’t be afraid to ask questions about working with the leadership team. This can give you a better understanding of how to be successful if you are to be hired.

talent in this candidate-driven market

What Today’s Talent Really Wants

talent in this candidate-driven market

In today’s candidate-driven market, the competition for top talent is fierce. When a professional candidate puts the feelers out for jobs, they’re often receiving multiple offers in a matter of weeks. As a result, companies are finding themselves laying out more robust offers than ever before. When thinking about your recruiting strategy, be sure to push the boundaries of “standard” job offerings by incorporating some of the following elements:

Work-Life Balance

You may think “work-life balance” refers strictly to flexible working schedules and environments when in reality, it’s so much more. Candidates are on the hunt for positions that complement their personal lives in a sustainable way. Think outside the box for perks such as gym memberships, childcare, and opportunities for training and education.

Strong Leadership

You’ve probably heard the old adage, “people leave managers, not jobs.” This rings especially true now that candidates have more career opportunities available to them. In a candidate-driven market, constant change is inevitable. Top talent is seeking out leaders that will challenge yet support them while navigating uncharted waters.

Commitment To Technology

Technology is advancing so rapidly, it can be hard to keep up. However, organizations must commit to making strides in technology or talent will be drawn elsewhere. Focus your efforts on things that will make your employees’ every day easier. Consider HR software, computers, mobile devices, and CRMs.

Opportunities For Advancement

Of course, employees want the opportunity to climb the ladder. Moreover, have you considered the skills and traits they’ll need when they reach their goals? Providing proper training for leadership makes all the difference in your company from the top-down. When you have leaders that are committed to your team AND possess rockstar management skills, you’ll strengthen your department from the inside-out.

A Sense Of Purpose

Last, but certainly not least, candidates are moving on to opportunities that give them a sense of purpose. This can be a result of their job function or even a simple sense of belonging to a great team. When employees are emotionally invested in their job, it shows in both their performance and the atmosphere. And it will really show during interviews as your best team members share their infectious passion with impressionable candidates.

We know how tough it can be to compete in a tight labor market. Partnering with a professional staffing firm will give your organization the extra boost it needs to secure the best candidates. Contact us today and let’s find you the candidates your team needs!