Written by Maggie Gavigan
There’s no denying that the pandemic has left many employees feeling overwhelmed and overworked. Workers are resigning from positions at an unprecedented rate throughout the country, a phenomenon known as the “Great Resignation.” Priorities have shifted, and employees are now reevaluating their personal and professional goals. In an attempt to retain workers, many businesses have started conducting “stay interviews”: one-on-one conversations with employees that aim to pinpoint what motivates them to stick around and what problems may cause them to leave. Here’s how you can utilize stay interviews to support and retain your talent.
Stay interviews are only beneficial if your employees feel comfortable being candid with you. These conversations require a foundation of trust, and there must be a mutual understanding that your team can speak freely without fear of consequences. You can cultivate this culture of honesty and transparency within your organization by adopting an open-door policy. Encourage your workers to raise concerns and ask questions as they come up. Stay interviews should be just one part of an ongoing conversation, so you gain a consistent view of how your employees are doing over time.
It’s important to remember that stay interviews should be less like a formal interview and more like a two-way conversation despite their name. Don’t make the mistake of bombarding your employee with questions without also providing your perspective. Discuss what’s going well, what’s not working, and what changes can be made. Inquire about your workers’ attitudes towards the work they do, the value of their contributions, and your company’s culture. These meetings should focus not only on the job but also on the employee’s professional and life goals. How do they envision the next stage of their career, and how can you help them succeed?
The most important step in conducting a stay interview is acting on the feedback you obtain from your team. At the end of these conversations, summarize the takeaways you’ve gleaned from the conversation, discuss the next steps, and provide a clear sense of what your employee can expect from you. Is your benefits package competitive enough? Can you accommodate more flexible hours? Are you able to provide opportunities for professional development? Be sure to train your managers to have these conversations and provide them with the resources to take appropriate action based on employee feedback.
At RJ Reliance, we combine decades of HCM specialization with tailored, white-glove technology offerings to deliver transformative client outcomes. Our experts can optimize the systems, services, people, and processes that make up your business regardless of current trends in the labor market. Ready to discover how RJ Reliance can enhance your organization’s human resource management? Contact us today - our experts are ready when you are!
Written by Isabella Casale
According to Inc. Magazine, “The purpose of HRM (Human Resource Management) is to maximize the productivity of an organization by optimizing the effectiveness of its employees.” However, to successfully optimize workers, your HR department must do more than manage surface-level responsibilities such as training, recruiting, and evaluating. Your HR department should assist in cultivating a work environment within your organization that engages your workers to allow for peak performance.
Discover strategies to enhance your organization’s work environment and spark stronger engagement in your office.
Research by McKinsey & Company revealed that when employees are intrinsically motivated, they show 46% higher levels of job satisfaction and 32% greater levels of commitment to their jobs. Intrinsic motivation is highly beneficial and is cultivated in several ways.
One way is by encouraging autonomy. While it may be challenging to give your employees free rein on what projects they must accomplish, allow them the freedom to create their timeline. Additionally, consider prioritizing explaining the ‘why” when administering tasks. Doing so illuminates the purpose of the task at hand, making clear the overarching impact of the employee’s role in the project. Finally, never fail to give credit where credit is due. Global studies have proven that proper recognition and appreciation may be a stronger currency for motivation than higher pay, promotion, or training.
Encouraging creative thinking can do wonders to both an individual employee and their organization by helping to spark engagement and innovation. A common misconception is that being creative is a genetic trait that you are born with or aren't, but this isn't the case. Quoting David Kelley, founder of design consulting company IDEO, “Creative confidence is like a muscle—it can be strengthened and nurtured through effort and experience”
Try creating a workplace environment that strengthens your employee’s creative muscles. Make your offices brainstorm-friendly by investing in white boards, module furniture, or even building blocks or logos as a tool for prototyping. Furthermore, prioritize highlighting individuality. Recognize that diversity sparks not only engaging conversation but eye-opening ideation. When hiring new employees, assess what their unique identity could untraditionally bring to your organization. Finally, support your employees' ideas. The 20% Project by Google allows employees to allocate twenty percent of their paid work time to pursue personal projects. Consider how your organization could incorporate similar ways for your employees to test their ideas and take risks.
A Harvard Business Review survey revealed 58 percent of people say they trust strangers more than their boss. Ensure this isn't the case for your employees by employing initiatives to strengthen office relations. Emphasize an open-door policy to make approaching coworkers less intimidating. Consider organizing lunches, team-building activities, or happy hours. Additionally, provide conversation starters to help facilitate collaboration between colleagues, such as “in the office” update emails highlighting colleague’s successes. Another option is offering one-on-one check-ins with your employees. Carving out time for you to learn about your employees individually will help them feel heard and more than just a department member.
Since 2005, RJ Reliance has been strengthening HR departments. Ready to discover how RJ Reliance can enhance your organization’s human resource management? Contact us today - our experts are ready when you are!