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Are You Paying for Bad Hires?
This is an interesting article and gives you statistics on the cost of a BAD HIRE!
Preparing for Seasonal Employee Layoffs While Keeping Employee Engagement and Morale in Mind
With the holiday season nearing its end, the influxes of seasonal workers begin to slowly trickle as terminations ensue. This inevitable process is not only difficult for managers, but also for other seasonal and full-time employees. Once connections and friendships have been made between all staff, team morale may be low after the seasonal layoffs. As such, it is vital for retail managers and leaders to prepare and strategize for this time of year and ensure their surviving staff continue to stay engaged after the holiday rush.
The leadership team provides more than strategic management for its organization; they implement strategies for optimal proficiency and betterment of their organization. As for retail, overall employee performance and customer service ratings are the responsibility of the HR leaders and during the busy holiday season, this needs to become the primary focus.
If things are not running smoothly behind-the-scenes, it will be evident on the sales floor. As leaders, preplanning your overall business strategies and communicating your seasonal goals to the supervisory and management staff are necessary in order to promote efficiency and decrease chaotic situations. This will assist you in driving the performance and service standards to a higher threshold.
Establishing a team environment for all levels of the leadership staff will make your job a little easier and build an overall environment that can drive results and deliver your vision.
Before hiring for the holiday season, determine how many weeks or months you will need your seasonal hires. Preplanning and communication are vital! This way, you can ensure your staff is aware of the time period and will be prepared when the holiday hires leave.
Once you have decided on your new hires, be sure to notify your selected candidates on how long they are needed to work; this conversation is best during the on-boarding process. You don’t want to leave the new hires in the dark and give them false hope on how long they will be with the company.
Although seasonal employees are temporary, make sure you plan your holiday party to include them. After all, a big thank you goes a long way. Show them you are grateful for all the hard work and dedication they put forth during the busy holiday season. As such, constantly thank your long-term employees as well!
Post any non-seasonal openings and ensure your seasonal workers are aware of the postings when the layoff process nears. Seasonal workers may be interested in continuing employment at your company; encourage them to apply. By telling them before terminating, the transition between being a temporary to a regular employee may be smoother since they are aware of company policy and culture.
If your seasonal hires are not interested in pursuing the status of a regular employee, but would like to be called back for another season, keep a record of their contact information and let them know you will contact them once another busy season hits.
After the layoffs have been completed and regular company schedules are normal, hold a store-wide meeting involving all staff to receive feedback and input on how the season went.
Getting your regular employees involved in the process from preplanning to layoffs ensures engagement from your employees and allows them to be part of the process—this aids in building the morale and pride of job ownership.
*e-VentExe is a full service human resource consulting company specializing in outsourcing and compliance, recruitment and retention, training and development, and assessment tools.
Employee Empowerment: Tips for Keeping Retail Employees Engaged
The holiday season for retail workers mean one thing: busy, busy, busy. With stores starting their Black Friday sale on Thanksgiving, more employees are needed to man the store. In fact, CareerBuilder’s Annual Survey concluded that 39% of hiring managers plan to hire workers this year, compared to 36% last year, and 29% in 2011.
Sure, when Black Friday comes along, fashionistas, technology gurus, and anyone who simply wants a good deal will be participating in this shopping spree day. But what about the employees who have to work during these ghastly hours, especially on Thanksgiving? Although store hours are opening in the evening to ensure retail employees have time to spend with their family and friends, it may be tough for any retail manager to motivate their staff (especially if copious amounts of food was consumed just hours before). How will retail leaders prepare their staff for the infamous Black Friday sale in terms of customer service, team morale, and overall employee well-being?
Working in retail, customer service is essential. As a store associate, necessary steps are taken to achieve top quality service to customers—ask them how their day is going, ask them if they need any assistance finding items, provide insight when asked, be personable and approachable. Yes, folding clothes after what looked like a blizzard hit the section may be frustrating, but remember: providing superior customer service is a pivotal function of the job; not only does it reflect the company, it also reflects the employee.
Staying motivated during the busy season may be challenging, and customer complaints can make it tougher. When team morale seems to be lacking, it is both noticeable for both other staff members and customers. Remember to keep the staff engaged in their work and with their fellow customers by providing incentives such as these:
1) Provide healthy snacks throughout the day in the break room to ensure employees are being well-nourished. Offering snacks, such as nuts, will reward employees with natural health benefits including long-lasting energy, brain health, and even reduce stress.
2) Employee holiday appreciation party. During or after the holiday season, plan a party for the employees to show them they are more than just bodies in the store. Thank them for all the hard work they have done for the company. Gather each employees’ insight (i.e., theme, food, activities) to ensure their voice and ideas are being heard by upper management.
3) Appreciation in-store discounts or gift cards. Offer employees a generous discount, such as 60% off of sale items and 40% off of regular priced items. Another incentive may involve having a raffle drawing of gift cards to other places.
4) Shorter shifts to alleviate stress. Dealing with customers amongst the constant hustle and bustle of the season may be demanding. Provide shorter shifts to ensure employees are not feeling burnt-out.
5) Allow employees to change roles and/or departments during their shift. Employees may feel unmotivated (and most likely bored) repeating one tedious task for the entire shift. Change up the scenery by moving them around the store and allowing them to engage in other roles. This tactic may make the shifts more bearable and the hours go by quicker.
As managers and leaders, it is management’s job to ensure their employees’ needs are being met and frustrations alleviated. Empowering employees in turn empowers management which empowers the overall company.
*e-Ventexe is a full service human resource company dedicated to providing services catered to clients’ needs.
A Period of Reengineering: Your Current Business Situation
We all know what the economy downturn has done to our businesses. The unexpected collapse of our financial health of our country just about wiped away many dreams and plans for our business future. Those companies that stayed open, our workforce changed and took a very different shape. Employees were laid off; those that kept their jobs had to wear many hats to get the job done. Depending on your market segment, you may only now begin seeing resurgence in bottom line improvements and profits. Hope for our business future is beginning to take shape again. But what organizational challenges are we dealing with today, after the aftermath?
I like to call this time a Period of Reengineering. Organizations are picking up the pieces and beginning to rebuild their workforce infrastructure. Strategies are forming around the future with the hope that businesses will continue to thrive again. Now is the time to ensure that our culture rebuild into a stronger workforce with long term sustainability. The time is now to get it right-for our employees as well as for building a healthy workforce.
The first attempt in understanding your workforce health and attitude is easily uncovered in an Employee Engagement Survey. Crafting specific questions to uncover how your employees feel about their positions, culture and company will provide you with a landscape for improvement. A very important tip in engagement surveys is in the marketing of them to your workforce. If you communicate to your employees the need for workplace improvement without retaliation, you are far more likely to receive true and honest feedback. If you don’t have a trusting culture and/or receive honest feedback and do nothing with the information, you will have a much less change for future engagement survey successes. Your employees will just not trust your intentions. It’s all up to you!
The form will walk you through each question to make you even more prepared for the process in detail. If you have any questions, feel free to post a comment on our blog or send me an email at email@example.com.
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