A new year brings new resolutions. Many of us try to create and fulfill personal goals, but are we setting and striving for professional goals as well?
Growing trends within HR have continued to affect the way organizations are operating and hiring talent. HR Managers’ roles have vastly evolved with the impact of both technology and a generational shift in the workforce. Looking ahead to this year’s resolutions, we have shared the top 5 improvements HR Managers can make in 2014 to strengthen their workforces and retain the best talent.
1. Focusing on Engaging Your Employees
Disengaged employees are less productive and have an increased chance of turning over. Investing in your staff can help increase employee engagement, leaving them with a feeling of purpose and worth within your organization. By investing in your people you give them the opportunity to grow professionally through different training and development programs.
Providing ongoing feedback is another area you can improve employee engagement among your employees. Helping employees understand their goals, current performance and successes are all ways to build stronger engagement. Feedback and open communication creates a feeling of meaning in their work and builds a positive working environment where communication channels are open between managers and staff. Cross training is also a great way to offer employees a variety in their work and the chance to build a more diversified skill set.
2. Decreasing Employee Turnover
Every company, no matter how reputable, struggles with employee turnover. The secret is finding a way to hire the right people who are engaged and committed to your organization from the start. This is not an easy task but one step in the right direction is reviewing your current recruitment process and measuring areas for improvement.Focus on building a more stringent recruitment process where you can more accurately predict an employee’s performance before they are even hired. Implementing an assessment tool is the best way to spend time on candidates who are a best fit for the role and organization.
3. Retaining Your Best Employees
Retaining the best employees within your organization is very important. These are the employees who you wish you could clone multiple times to make up your dream team. The first step in retaining these types of employees is to understand what makes them stand out from the rest. Who are these top performers, what traits do they inhibit and how engaged are they in their current role?
Evaluating your culture and the types of employees who are succeeding or fitting in well is also imperative. You should have a clear picture of what employees want out of their jobs, their expectations and values. Additionally, providing competitive wages and benefits is important and will make you a contender for top talent in the market.
4. Investing In Your Employer Brand
Attracting top talent isn’t an easy task. Your employer branding is a job seeker’s first impression of your brand. It’s important to communicate authentically so that job seekers know what you’re all about and build a connection with your brand. Once you have established the messaging you wish to convey to your job seeker audience, make sure it is consistently communicated across all channels. This helps to build stronger brand recognition and a recognizable voice for your brand.