Coming out of the pandemic, employers are facing an upheaval in recruiting unlike we’ve ever seen. Candidate needs have changed seemingly overnight and with the increase in available jobs, candidates won’t settle for anything less than a perfect fit. And at the same time, current employees are quitting jobs that they used to love for greener pastures.
Having an effective employee engagement strategy is one way to set your company apart. More than ever, the workforce wants to feel respected and viewed as the human beings they are.
On that note, here are the top ways to keep employees engaged in 2021 so that your company can become too good to leave behind!
Kicking employee onboarding up a notch
When human resources puts together a hiring process checklist, it’s important that they ensure benefits at every step to entice new employees. Unfortunately, due to poor onboarding, 28% of hired employees will quit their new job within three months of working there.
Creating an onboarding program that benefits and excites employees is easier than it sounds. The main goal should be to teach the employees about the company and build a connection that allows these new employees to feel like they’re already part of the team.
Jobvite ATS includes a native onboarding system that makes the process easy, efficient, and paperless. As soon as the offer is accepted, you can smoothly transition new hires into productive employees with a centralized onboarding portal that tracks and manages new hire task and form completions. Avoid being too vague about how they fit into the company and be clear about what will be expected of them.
Here are some other things you can do for onboarding:
- Initiate buddy programs to build a sense of camaraderie and community.
- Discuss more than the technicalities of their new job. Although it’s a good idea to keep discussions business-focused, you should also consult the company culture, what styles of communication are best for employees, and what other employees say work for them while working for the company.
- Keep them engaged on their future with the company. Helping employees build a goal list of what they want from the company over time and what position they’d like to hold in four to five years can help cement a future for themselves within the business.
Being open and eager to receive employee feedback
A major issue that many employees have with their former employers was that they didn’t feel heard. Therefore, the company must be doing more than simply talking to workers when engaging employees—allowing employees to discuss what they would like to change about the company or make them more comfortable could drastically improve how they experience their working environment. When employees speak, make it clear that the company is listening and respond when appropriate.
Reconsidering the company culture
Company culture is the unique personality that informs how employees, supervisors, and management interact with each other. For example, a bad employee culture would be a company that only runs on numbers and ignores the people that work for it.
The best way to reconfigure a company culture is to start from hiring and move forward from there. What departments of the company are best aimed at ensuring employees feel respected and appreciated? Which parts make them feel like nothing but numbers on a spreadsheet of employees? Do a culture audit and look internally to see how your employees really feel about working for you.
Encouraging connectivity despite remote work
As of the summer of 2021, a fifth of Americans are still working remotely. It may feel harder to fit employee recognition into a schedule when there’s so little face-to-face time, yet it’s not impossible.
Despite having to work from home, the best way to ensure employees feel connected is to encourage general chats within the company. For example, if your business is a call center, these public chats could be where employees can seek help. The chat can be a general discussion aimed solely at talking about updates and information any employee would want to know.
There should be a general rule that the conversations held here pertain to the business and stay safe for work, but these informal talks can help employees feel more connected to one another despite the distance.
Being unafraid to boost good work
Employee recognition is vital to keep morale and engagement up. If your employees do something fantastic, let everyone know through a company email or a shoutout in a public area. The moment you hire them through a candidate engagement platform, you should make it clear that your company values and celebrates a job well done.
These boosts should be separate from incentives that celebrate everyone’s work and should be a little more random to ensure they surprise and excite employees. Although it’s nice to celebrate the all-star employees, you should also ensure that a wide range of employees are allowed to win a prize. If employees see only the same five employees getting rewarded, they can feel devalued and ignored.
This doesn’t mean that you have to reward employees who don’t deserve it, but lean into figuring out why each employee’s productivity and performance are worth a shoutout. If they’re not, it’s time to consider what changes can be made to help them succeed.
Respect and support your employees
Would you want to work in a place where you didn’t feel respected or supported? Of course not.
By following some of the engagement tips above, you can create a workspace that’s both enticing and exciting for employees who are new to the company. As a result, the company will be able to engage with new employees while ensuring that current employees are happy and they are retaining their best talent.