4 Ways to Re-recruit and Retain Your Employees

4 Ways to Re-recruit and Retain Your Employees

Even the most dedicated employees can become vulnerable at work. They can get bored, feel taken for granted or wonder where their careers are headed.

That’s why HR pros and business owners know the concept of re-recruitment is so important—think of it as a “renewing of vows” between the associate and the organization.

Paycor Chief HR Officer Karen Crone addressed this topic in a recent webinar and offered four best practices for re-recruiting your employees.

1. Conduct a flight-risk assessment

Understanding your people risks is more art than science, but even though it can be hard to quantify, it’s critical to assess your team’s stability by looking at factors such as morale, tenure, peer relationships and behavior patterns. Dig into what you’re seeing and determine if an employee’s risk level of departure is high, medium or low.

Next, analyze the impact of an employee’s departure. If an associate leaves, what do you lose and what is the threat to your organization? Consider the importance of the role or function, any specialized skills and the number of incumbents for the position.

Again, rate the impact as high, medium or low and then put specific emphasis toward employees who are high-risk and high-impact.

2. Take the temperature

When you’ve identified a high-risk, high-impact associate, schedule some 1:1 interviews. Ask the employee questions such as:

* What do you like?
* What are you good at that you’re not doing?
* What questions do you have about the company’s direction?
* What obstacles do you face?
* How can we make things better for you?

In these kinds of conversations, you uncover problem-solving opportunities or career concerns. From there, a simple action plan created jointly can help the employee re-engage and feel cared for. To maintain that engagement, conduct periodic career check-ins. Remember: When an associate knows you care, he’s more likely to stay!

Also consider scheduling “skip-level booster shots,” meetings for the employee with the leader above the employee’s supervisor. This added visibility and high-touch approach demonstrates that the organization is truly invested in the associate.

3. Re-energize the workplace!

To keep all employees more engaged, take real action. Good intentions don’t move the needle!

Remember to offer routine recognition routinely. It sounds simple, but it’s commonly overlooked.

Unexpected forms of recognition are especially impactful, such as an impromptu meal, a reward that extends to the employee’s family or a visit to the associate’s workstation to deliver a personal message after a big win.

Changing the energy level of the workplace also boosts engagement. Consider starting the day with a 10-minute, standing huddle to keep everyone on their toes—literally and figuratively. You also might offer a sabbatical day during which you allow an employee to take a work day to get away and study a topic of interest outside of normal work duties.

4. Prepare the "Stay Offer"

In today’s work environment, it’s only a matter of time before an associate, especially a young professional, breaks your heart by handing in a resignation letter. The key is not to respond emotionally but instead to be ready to counter.

Of course, if you’re willing to invest in an employee after she’s ready to leave, why not invest now?

Take a look at your flight-risk assessments and determine what you’re willing to do to keep each associate. Could you offer a raise, promotion or transfer? Could you provide more training, more responsibility or greater visibility?

Being proactive in your re-recruitment and retention will save you the time, stress and money associated with recruiting new hires.

Are you interested in learning more about effective talent management? Download the complete webinar, 6 Tips for Recruiting and Retention.

You also can subscribe to our monthly “Industry Insights” e-newsletter, in which you’ll find practical thought leadership articles, as well as important tax and legislation updates, right in your inbox!

More to Discover

Why Diversity in the Workplace Matters

Why Diversity in the Workplace Matters

The latest research from the likes of McKinsey and the Harvard Business Review reveal that companies with diverse workforces are more profitable and have greater chances of attracting and retaining top talent. Still, many organizations have been slow to develop inclusion strategies primarily because they’re unsure how to promote and execute these initiatives. Start from the top In McKinsey’s research, they found that companies with the most diverse executives are 33% more profitable. Diverse management teams promote more innovation because individuals from different backgrounds with unique minds and ideas can come together and share input based on past experiences. If you’re looking to optimize a process or solve a lingering issue,...

Warning Signs of Disengagement

Warning Signs of Disengagement

Four out of five medium and small businesses say they don’t effectively engage their employees. Why? Because many organizations lack ownership and the resources needed to understand what actually motivates their people. Organizations also tend to ignore the warning signs of disengagement believing a few unhappy employees can’t sway the masses. But similar to bankruptcy, disengagement happens gradually and then before you know it, the majority of your workforce is affected. Only 33% of employees are actually engaged at work, according to a Gallup study. Not only can disengagement quickly spread throughout an organization, but its impact is felt across all areas of the business. From lost productivity to affecting morale and even customer...

How to Create the Ideal Employee Experience

How to Create the Ideal Employee Experience

All companies covet an engaged, motivated workforce. When your people are engaged, they don’t behave like an average employee. They’re more like committed volunteers devoted to a mission, always seeking new opportunities to boost morale and make a difference. It’s no surprise then that, according to DecisionWise, in 2017, 73% of executives said employee engagement was a top concern. Yet Gallup’s annual survey of engagement continually finds that only 1/3 of employees are engaged at work. Most (51%) are not engaged and, even worse, 16% are actively disengaged. With so many companies focused on engagement, why don’t we see better results? A primary reason is that not all companies focus on the employee experience. Everything from...

Taking the Guesswork out of Employee Pay - Part 1

Taking the Guesswork out of Employee Pay - Part 1

Deep Dive - External Equity and Market Pricing Feel more comfortable with how you determine employee pay at your company by learning how to align market pricing with your business strategy, understanding survey data and market pricing steps. Speakers: Christine Ippolito & Joanna Hall Christine Ippolito, SPHR, SHRM-SCP - Christine is the Founder and Principal of Compass Workforce Solutions, LLC, a consulting firm providing strategic human resource expertise to small businesses to reduce exposure and increase profitability. She has served clients in a leadership capacity for 25 years in multiple industries and environments within Fortune 250, venture capital and equity-backed companies, as well as privately held and family-owned...