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How to Retain Your Best Employees…

January 9, 2017 by gswartz

In order to address any ongoing problems in your organization, it is essential to look at the source of the issues first.  If your company is progressively loosing great team members, you should really study the reasons why they are leaving in order to react appropriately.  There has to be something your firm can do to stop this, and it might need to be more than offering a few additional perks here and there to retain your best employees.

 Five tips to increase your staff’s motivation

Motivation, satisfaction and retention, all go hand and hand.  Finding what truly motivates your employees and see how you can meet most of their needs is part of the solution.  People need to feel understood and respected.  They also want to feel that the company they work so hard for cares about their future, and puts the needed efforts to show them.  Here are some of the most useful tips you consider when you are interested in improving your staff’s retention.  Remember, as a leader you can certainly influence greatly how your employees feel when they show up to work every day. 

  • Be open minded: although every firm has to implement certain policies, there has to be room for exceptions. Flexibility can go a long way when it’s necessary.  The more you bend backwards for your staff, the more they will express their loyalty towards you and your organization.
  • Always communicate: you can choose different ways to contact your staff. You will not always be able to sit down face to face for a meeting or to tell them about their new assignment.  However, make sure you do write them a note, email or call them to make sure they understand the instructions and thank them for their dedication.
  • Ask for input: as a leader, you will give feedback to your employees on a regular basis, it is part of your responsibilities. You should request or encourage from them to do the same.  Welcome their suggestions, comments and let them share how different they would manage a certain project or close a certain sale.  You can both learn from each other.
  • Include everyone: as a manager do make sure you pay attention and try to understand all the members of your team, even the ones that can seem challenging at times. Often the people who speak louder, are more expressive or perhaps even a little defiant, are more passionate individuals and can make excellent leaders if coached well.  Do not exclude them, instead thrive to understand them.
  • Find out your staff’s goals: Finally, you should definitely understand what your employee’s goals are. Being involved as a manager in your employee’s future will create a long lasting relationship that will benefit all parties involved. There is no reason why you should not favor internal promotion comparatively to external hire.  It is cheaper and it can help increase significantly your retention rate.  Think about it, everyone at some point wants to learn new tasks and/or earn more money.  By being aware of your employee’s hopes and expectations for the future, you can train them and help them achieve their goals, and get that other position they have been dreaming of.  It’s a win-win solution.  You keep a motivated and loyal employee and that person does get exactly what they were after.  Everyone is happy, everyone is more productive, everyone stays put.

As a manager, you need to realize that retention is an issue that can be avoided or reduced when you do pay attention to what is truly going on with your employees.

David Klein is a leading Executive IT Recruiter & Headhunter with over 15 years industry experience.  As Manager of Recruitment Strategy for KDS Staffing, Inc., he has achieved industry-leading success. David has successfully led, trained and introduced many in the art of Executive Recruitment and Headhunting. If you or your organization would like to discuss hiring needs, contact David at 646-650-2833 or david@kdsstaffing.com.

Filed Under: Engaged Employee, Retain Best Employees Tagged With: #employee relations, #employee_engagement, #employee_training, #retain_best_employees

Small perks can go a long way

November 22, 2016 by gswartz

Closeup portrait two smiling business women with credit cards and cash on hands, convenience of electronic money isolated corporate office background. Financial decision, banking system concept

Firms do have to be creative when it comes the time to offer some rewards and privileges to their employees.  Rewards programs can greatly improve your staff’s motivation and retention.  Look into it seriously and understand what could work the best for your organization and your specific teams of employees.  Do not improvise such a reward program at the last minute, do put some thoughts into it so it can benefit the entire organization.  Let’s talk about a few different ways here you can start rewarding the deserving members of your team.

Help your team members have that increased desire to show up to work every single day.  That’s true, the right reward program can significantly decrease absenteeism in your company.  If you find rewards that any of your employees would to love to win or earn, you can be certain that they will do everything in their power to be the one getting that perk.  This means that their performance at work will increase and their enthusiasm as well.  Free lunches, movies tickets or even weekend gateways, are only a few examples of rewards employees appreciate.

man-happy-with-coffee

Recognizing your employees in a unique and special manner can be one of the smartest move your company can make.  Sure, some monetary incentives or prizes will go a long way.  However, please do not forget how much a personalized thank you and a hand shake from a manager can bring the best out of a staff member.  Saying thank you to your employees for their job well done is free, easy but so meaningful, please do it and do it often.

Next, consider adding some flexible options in your employees work’s schedule and work environment.  Perhaps they can work from home on Fridays or when their child is sick.  Give them the opportunity to cumulate some overtime the week so they can leave early on one day of their choice.  Find the options that are crowd pleasers and go for it.  The happier your employees are with their work conditions, the more efficient and loyal they will be.

guy-working-at-home-laptop

Avoid losing employees because they do get bored with their current job functions.  Offer your valuable employees some learning and advancement opportunities.  Discuss with your staff about their career plan and help them achieve their goals within your firm.

Make sure the environment created within your firm is favorable and respectful.  Any employee likes to feel safe at work but also welcome to express their opinions and ideas.  Make sure you do keep an open door policy.  Although it may not always be possible as a supervisor to keep your door physically opened, make sure your team members know they can come and talk to you at any time.  Schedule some time aside to ask how they are doing or hear what they have on their mind when needed.

Don’t forget to look into the office space and also make sure your employees are comfortable and content.  Ensure that everyone has the supplies they need to perform their work to the best of their ability.  Sitting comfortably, at your work station or even in the rest areas throughout the company can considerably influence someone’s day.  Question your staff on what they think could be improved in their work environment and build on from there.  Often small updates and simple accessories can truly make a big difference.

Michael Klein is a premier writer and speaker on all aspects of human capital.  As VP Operations for KDS Staffing, Inc., he has achieved industry-leading success. Michael was awarded, The New York State Small Business Growth Award; presented by Governor George Pataki.  Additionally, Michael has successfully grown and sold multiple firms. If you or your organization would like to discuss hiring needs, contact Michael at 646-350-3015 or michael@kdsstaffing.com.

5 Year Candidate Replacement Program illustrates our long-term commitment to the success of our clients. Discover how our process can benefit your organization 

 

Filed Under: Reward Program Tagged With: #employee_engagement, #rewards, #rewards_programs

Increasing Employee Engagement

August 15, 2016 by gswartz

Joyful colleagues planning work at briefing

Let’s face it, every manager in every organization wishes that all of their employees were engaged employees.  The truly engaged employee is the one that arrives early, stays late, and truly gives 100% starting the minute they walk through the door.  These employees are happy with their employment environment, compensation and benefits package, and even their management team, and have a genuine desire to excel at their place of employment.

A satisfied employee, on the other hand, simply goes through the motions in order to keep collecting a paycheck and to keep their medical insurance active.  They don’t go the extra mile, and have no desire to achieve anything other than that which they already have.  Turning these satisfied employees into engaged employees can have an enormous impact on an organizations employee retention, and help the overall bottom line.  There are two main methods to turn a satisfied employee into an engaged employee:

Communication of Organizational Goals and Strategies:  A 2013 Bless White study found that a whopping 25 percent of employees felt that they would have greater job satisfaction if they simply had a better relationship with their manager.  As with any relationship, communication is key, and management communication is a must—both with their team members and with each member individually.  This communication goes a long way in providing the individual team members a greater sense of being part of the team, and the organization, and can serve to give a sense of seeing the organizations bigger picture, and thus, a sense of belonging.

Empowerment through Training and Development:  Five percent of the employees polled in the same study said that they would feel more engaged if they had more opportunities for training and development.  Those satisfied employees may be turned around with the perception of being able to contribute more, and/or to have more responsibilities or varying responsibilities.  Training and development does not always have to occur in formal classroom settings either.  Mentorship programs, team collaborative efforts, and setting up a rotating team resource can serve to greatly motivate even the most stagnate employee.

Portrait of happy business woman in office rejoicing success

Once the lines of communications are opened, it is important to ensure that they remain that way.  It would be a wasted effort to engage these previously satisfied employees through greater opportunities for learning new tasks and ideas if things simply go back to the way they were prior to these changes being implemented.  An open door policy works wonders for letting these employees express their concerns or any new ideas, and a continuing education and training can help an organization keep their team members engaged and productive.

Michael Klein is a premier writer and speaker on all aspects of human capital.  As VP Operations for KDS Staffing, Inc., he has achieved industry-leading success. Michael was awarded, The New York State Small Business Growth Award; presented by Governor George Pataki.  Additionally, Michael has successfully grown and sold multiple firms. If you or your organization would like to discuss hiring needs, contact Michael at 646-350-3015 or michael@kdsstaffing.com.

Filed Under: career growth, Engaged Employee Tagged With: #employee_engagement, #employee_training, #job_satisfaction

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