A special thanks to Isabelle Behm, Owner of Xceed Business Solutions for authoring this post. Although it has little to do with the law, it has much to do with making your business more successful. Enjoy the article, and visit Xceed’s website.
What can differentiate your company from your competition? Who can generate new sources of income? How can you keep your restaurant buzzing, your hotel rooms full and your doors open – great employees. But let’s not stop there; pre-screened, well-trained, recognized employees who work well together and present the face of your business in the style, service-level and dedication that you work so hard to develop, advertise and promote.
Employees are the key to your success, the cornerstone to your future growth. They are the one factor that separates you from your competition. Your employees are who your customers or clients meet when they call on the phone; come through the door; or receive their package on time and with a smile. Building this differentiating factor in your business is possible, but will take time, planning and money – then again, so does your advertising campaign, a coupon promotion or a presence at a business building event.
RECRUIT – Finding the best talent for your company is the first step towards successful growth. Even in a down economy, the best employers never stop recruiting the best talent; they never stop building the best team. An economically-slowed business pace is an optimal time to determine what your needs are in well recruited employee; what skills, knowledge and personality type will best fit with your team and with you as a leader.
Regularly review resumes and applications and filter out those who don’t meet your requirements and prepare for the interview by developing open-ended questions that will help you determine if the candidate has the skills and knowledge that are not trainable on the job. Ask the questions and listen for the response. Tell the candidate the good and the bad about the position and your requirements – let them decide before accepting an offer that working every other weekend is a requirement for the job, for example. Allowing someone to self-select out of the process saves money and headaches of workplace issues revealed after the employee has joined the company.
RETAIN – The cost of finding new talent is 3 to 5 times greater than keeping your existing employees so develop ways to retain that talent. Compensation, benefits, and a pleasant work environment are some keys to retaining your employees. Providing training and development programs or access to them will benefit your employees and your company. Fairly compensating your staff by determining a competitive salary or hourly wage will help you plan your payroll requirements and should be communicated to your staff.
Treat your employees as you want to be treated yourself and inform them, train them and help them understand the issues facing the company. Share with them the work you are doing to pay them a competitive wage and show them how important they are by recognizing them in non-monetary ways, such as a thank you note left on a desk after a job well done. Better informed employees will work harder and are more loyal.
REWARD – Found the best employees? Trained and compensated them? Then reward them for staying with the company and helping to build your competitive advantage. Recognizing sales success or just thanking an employee for providing great ideas during the last brainstorming session takes a little effort but can provide immeasurable rewards. People need to know they are appreciated or they will leave and the best employees won’t have trouble finding a new job taking with them your sustainable difference.
Finally, have fun at work! Fun work environments stimulate creativity and innovation. Fun, along with retention programs such as training, succession planning, and honest communication does build loyalty. Loyal, hard-working, happy employees are what every manager wants – don’t you?
You can make the difference and the first step is easy. Talk to your employees and have them help you build a strategy for growth that starts with them.
