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HR: How Small Businesses Can Recruit and Retain Great Talent
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How Small Businesses Can Recruit and Retain Great Talent
By Barbara Ross

BT 201912 hr 02Retaining young talent was easy when a limited number of companies were hiring and employee felt being stuck at their jobs. However, keeping the cream of workforce crop is a huge struggle that most companies have to face nowadays. When layoffs are frequent and retirement perks are just non-existent, employees find themselves less loyal to their companies than how they used to do in the earlier times. Moreover, they are always willing to make a switch whenever they find better opportunities or better pay elsewhere.
 

在竞争越来越激烈的环境中,人才越来越成为企业成功的关键因素。为了吸引到优秀的人才,每个企业都使出了浑身的解数,各出胜招。提高福利、强调培训、提供发展机遇等各项有吸引力的措施相继出台。
 

Where Do Companies Find Themselves?

To build more loyalty and stave off an exodus, companies need to alter their workplace culture. Below are the five crucial tips on how companies can retain their current talent and how they can hook new workforce and reel them in for the long term.

BT 201912 HR 03Invest In Employee Training Programs

This is a vital aspect that fell by the wayside when companies were trying to cut down the additional costs simply to get by. When companies invest in their employee, so that they could learn new skills while on the job, they certainly are going to pay back in the form of superior performance by being more productive and loyal to the company.
 

If not, the company must prepare itself to face the fact that they may leave. Many talented, young managers prefer switching their jobs particularly because they lack proper mentoring and training from their superiors. Research indicates that more than 1200 high-performing employees had a gap between the type of coaching and support them through they would get, and what they actually had. This made them frustrated, and they kept looking through job listings for better prospects.
 

逐渐完善企业的培训体系

为保持对优秀人才持久的吸引力,同时也保持自身的创新活力,中小企业可以采取多种灵活的方式,对企业的人才进行相应的培训。

BT 201912 HR 04Getting Off The 9 to 5 Approach

Stats indicate that companies with more flexible approaches towards their working hours are a lot more progressive in not only attracting great talent, but also retaining it. A survey conducted at the Centre for American Progress states that 75 percent of the adult respondents mentioned that they would want their companies to offer a more flexible schedule, such as ‘flex time’ contracts, which would allow the workers to even work from home for half the workweek. Whether it is for the high-performances or company-wide, ensure to be open to less conventional schedules, whether your workforce comes into the office early or leave early, or prefer working from home and dial into crucial meetings. It is imperative to focus on the productivity levels and what the teams are achieving, as opposed to whether or not they are in the office for a particular number of hours per week, makes your workforce feel respected and valued without sacrificing the company’s bottom line.
 

弹性工作时间

采用“弹性工作时间”制度,允许员工选择灵活的办公时间和地点,这样的公司被证实可以吸引更多的优秀人才,在留住人才方面更具优势。

BT 201912 HR 05Appreciate and Encourage Your Employees

Great young talent would want to have regular feedback, and the older ones expect that you will at least acknowledge their efforts and hard work every once in a while. Employers must understand that consistent feedback is one great approach to show that you actually care about what your workforce is up to and are very well engaged in your employees’ on-the-job growth. A simple email or verbal acknowledgments can help the employees feel appreciated and encouraged.
 

赞美员工

对员工提供积极的反馈信息,显示适当的关怀、鼓励和赞赏,要使员工感到他们的辛勤工作得到了承认。简单的邮件或口头表扬可以帮助员工感到赞赏和鼓励。

BT 201912 HR 06Do Not Stack Rank!

It is imperative to be like companies, such as Microsoft, that are killing the ‘stack ranking’ practice. It is a common tool used to differentiate the best employees from the rest by grading them based on their productivity levels. The ones scoring high get promotions and bonuses, whereas others, who score low, are at the risk of being fired.
 

Although this approach makes layoff decisions easier, companies find that it has further led to stifled innovation and workplace politics. This practice can easily make an employee feel overstressed and concerned in an environment of constant competition that shows in their pay check, and loyalty often fades away especially when they feel that they have no job security at all.
 

Companies must reconsider means on how they rank their employees and assess how such evaluations affect their confidence and productivity levels.
 

不要对员工进行排名

从2013年微软宣布就废除备受争议的员工大排名内部考核机制。也许你会认为这只是微软内部变化,不会直接影响消费者。其实这种调整影响比你想得更长远,它将重塑微软的企业文化。长期以来,微软的员工排名内部竞争机制激发员工互相之间视为竞争对手,多竞争而少协作。员工排名是指微软内部的一种考核流程,各事业部管理团队审核员工的表现,并且给他他们按照百分比打分,最终分出优良差评。微软员工对此多有怨言,指责这一制度造成员工间的互相敌视,尤其那些总要有人拿到差评的部门,员工间更是免不了互扯后腿。

BT 201912 HR 07Managing The Managers Well!

Ensure to have a positive workplace environment. This can be done by making sure your managers know what they are up to. In an average set up, employees are generally promoted and thrown into the management department without any necessary training – which can lead to disaster. Instead of taking the risk of having uninspiring, ineffectual leaders around, which could halt the productivity, it is imperative to send the upcoming managers to leadership training programs or have them work with in-house mentors. The more positive environment you provide to your managers, the better you will be able to retain the great young talent!
 

完善经理管理

安排管理人员参加领导力培训,提供积极的工作环境,更加明确和认可其工作目标,可以更好地留住优秀人才。
 

When you are concerned about your company culture and employees – generally in the forms of training and support, it results in having a better-off and contented workforce with eyes on moving the brand forward, not on what other companies have to offer.

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