Josephine's Personnel Services, Inc.

3 Employee Engagement Ideas for Winter

January 19th, 2016

The winter months can be a tough time to keep your team in high spirits; even your top-preforming workers can experience a lull in productivity due to the lack of sunshine. It’s important to focus on employee engagement at all times of the year, but especially in January-March. When you can’t hold a company picnic, here are three of the best ideas to get your team motivated and excited.

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3 Employee Engagement Ideas for Winter

  1. Celebrate Holidays

It can be tricky to find holidays to celebrate in winter, when Thanksgiving and those in December are over. After the New Year hits, the next big holiday is Valentine’s Day, so feel free to decorate around the office or hold a potluck. It can also be fun to introduce your team members to non-traditional holidays like Oatmeal Month (January) or Chocolate Cake Day (January 27th.) Read the rest of this entry »

4 Reasons Employees Quit Their Jobs

December 22nd, 2015

Are your employees jumping ship as fast as you can hire them? Have you been surprised when a top-preforming team member turns in his or her two weeks’ notice? There are many reasons employees quit their jobs and managers may not know why or how to prevent it. From tough relationships with co-workers to not being adequately compensated, here are the top four reasons employees quit, and what you can do about it.

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4 Reasons Employees Quit Unexpectedly

  1. They Aren’t Being Recognized

Not feeling recognized and appreciated for hard work is one of the main reasons employees quit their jobs. Be sure to reward your team members regularly to boost their morale and make them feel involved and engaged at the company. Check out this list of great employee recognition ideas for inspiration. Read the rest of this entry »

Employee Retention: 4 Tips for Keeping Great Team Members

March 24th, 2015

Employee retention is a tough issue in today’s job market. Once you’ve found great team members you work well with, it’s important to cultivate the relationship and keep them happy and engaged in your company. Stellar employees can become stale and actively disengaged; developing strategies for retaining team members is important.

This is a photo of happy employees.

What keeps your team members happy?

What is Employee Retention?

Employee retention is a company’s strategy for enhancing work satisfaction and employee engagement; it’s crucial for keeping employees and protecting the company’s financial goals. It’s estimated losing a mid-level manager can cost a business 100 percent of the worker’s salary. Here are 4 tips for keeping great team members. Read the rest of this entry »

Office Gifts for Employees

November 29th, 2012

Office Gifts for Employees

In our previous post, we talked about handling holiday bonuses and your employees. So what if your company cannot afford to give out any holiday bonuses? You still want your employees to feel valued and appreciated. A great way to get that point across is to first speak with them ahead of time and explain the situation, and to get them a little something for their efforts throughout the year.

But what is appropriate to give to your employees as a holiday present? Here are some definite do’s as well as some ideas to get you started on the right track for office gifting this holiday season. Read the rest of this entry »

Keep The Good Ones! Management Strategies To Retain And Develop Your Highest Potential Employees

March 15th, 2012

First, let’s define what constitutes a high potential employee.  Generally, they are regarded as the top 3 to 5% of a company, who demonstrate high levels of contribution. And while every organization may have its own addendums to that definition, there is consensus that this group is always in hot demand.

Competitors may be trying to recruit your best managers right now. And research shows that top performing managers are leaving their jobs, even in today’s unstable employment environment.

So why do many companies invest a lot of effort into recruiting these employees, but then do very little by way of talent management and talent development to retain them?

At a time when retaining good talent is so crucial, organizations must make sure they have employee retention and development strategies in place to avoid turnover. Below are 6 different ideas to try.

1. Mentoring.  Corporate environments have started implementing more structured mentoring programs. These can be very powerful for acclimating employees to the corporate culture and values. Mentoring can also be enormously valuable for those high potential employees who thrive on interaction with influential colleagues.

2. High visibility assignments. It’s important that these employees be given challenging opportunities that are outside their comfort zones and keep them highly engaged. You may also want to explore other options such as rotation to a supplier or partner, swapping positions, coaching/mentoring, or other creative talent development solutions that expand a high potential employee’s visibility and depth of experience.

3. Open communication. This may be stating the obvious, but if a high potential employee has a concern or an idea, it’s in your organization’s best interest to listen. You may also want to let them know that you believe they’re high potential, and therefore valuable to the organization. Just don’t make it public about who’s a rising star or you’ll create a culture of winners and losers.

4. Learning and development. Think about other types of learning and employee development opportunities that you could offer, beyond certifications or employee training programs.  Many organizations are coming up with talent management structures that allow one employee to experience many facets of the organization, from sales to marketing to customer service.

5. Measure progress quarterly. Companies measure themselves on a quarterly basis, so do the same with your employees. Especially if you’re exposing high potential employees to mentors, new and high visibility projects, position swapping, etc., and putting them in unfamiliar territory, a proactive quarterly review provides them with more immediate feedback.

6. Alignment.  Align your top performers’ development plans with your company’s strategy so what they do supports the organization’s needs as well as their own.  Determine the best pace for their career development. Give them the time needed to plan their projects, implement them and stay to see the results so they (and you) can evaluate their performance.

 

Does Your Company Culture Stand Out from the Pack? How to Attract “Top Dog” Candidates

November 23rd, 2011

How can you keep your organization competitive in the drive for top employees? It can be hard for organizations to really stand out from their competitors. But with company culture becoming an important factor in career decisions, it’s time to look at your organization and see how yours compares.

Why do companies as disparate as Google, Southwest Airlines and Zappo’s get such great reviews from their employees? Why do they attract so many candidates, and so many good ones? Easy. They’ve developed company cultures that epitomize strong values, a modern work ethic that includes fun and service to both their customers and their communities.

These top companies know what good employees are looking for, and they make sure to publicize what sets them apart from the competition.

If you want to appeal to the top-drawer candidates that apply to these popular companies in droves, it’s time to think about what your company can offer. Has your company defined its core values? Created a distinct corporate culture? Have you expressed these values on your web site or in your job listings, where candidates can see them?

For example, Google promotes its “all for one and one for all” corporate mentality on its website, by mentioning how “at lunchtime, almost everyone eats in the office café, sitting at whatever table has an opening and enjoying conversations with Googlers from different teams.” This includes the founders and other upper-level executives. They also create an open work environment, with very few solo offices and a generous supply of laptops to allow for mobile coding, anytime email and note taking. They offer plenty of opportunities for exercise and comfort: providing bicycles or scooters to help staffers travel between meetings, massage chairs, large inflatable balls, game rooms and gyms. They even encourage socializing by sponsoring employee groups for different interests, such as meditation, movies, wine tasting and salsa dancing.

Southwest Airlines has long understood how employee satisfaction and environmental awareness go hand in hand. They also know that their employees like to feel like contributing members of society, especially in their home community. That’s why they promote their Charitable Giving and Community Outreach programs. They started Community Giving Boards that have been trained to evaluate charitable giving requests from their local community. The Boards are made up of local employees from various work groups who evaluate the donation requests and donate complimentary, round trip tickets to approved organizations for fundraising or transportation purposes. They also sustain a relationship with Ronald McDonald House Charities so they can aid in the transportation needs of families facing serious illnesses and administers their own Medical Transportation Grant Program in conjunction with hospitals and organizations that assist individuals who must travel to receive medical care.

Last but far from least is Zappo’s, a company that makes sure you know they’re about much more than shoes.  They have an entire page on their site devoted to their Family Core values. These include:

  1. Deliver WOW Through Service
  2. Embrace and Drive Change
  3. Be Adventurous, Creative, and Open-Minded
  4. Pursue Growth and Learning
  5. Build a Positive Team and Family Spirit
  6. Do More With Less
  7. Be Passionate and Determined

They make it very clear that they expect employees to be innovative, to go above and beyond, to embrace teamwork and to have fun while doing so. They are proud of their unique corporate culture and openly share it through their web site, blogging, videos and more.

If you want to attract great candidates, you have to be a great company to work for. Not every company can be just like Google, Southwest or Zappo’s, but you can certainly take tips from them on how to create a corporate environment that excellent people will want to work in.