BUILD a Company No One Wants to Leave
More than 10,000 HR professionals registered for Paycor’s two-day BUILD Web Summit! Industry experts offered insights on how to build a company no one wants to leave. If you missed the Summit, here’s a quick overview of each session.
BUILD a Compelling Benefits Package
In a hypercompetitive job market, the benefits you offer can help you recruit, engage and retain talent. Our speaker, Andrea Toben, says that building the right benefits package is one of the most important things you’ll do in the life of your business. Andrea advises companies to consider these non-traditional programs.
- Financial and estate planning assistance
- Budgeting and cash-flow tracking tools
- Credit monitoring
- College financing counseling
- Health awareness activities
- Health assessment
- Biometric screening
- Educational campaigns
- Physical activity challenges
- Incentives for Preventive Care
- Clinical care management
- Joint & Spine
- Resiliency and stress management programs
- Employee Assistance Program
- Behavioral health management
- Reimburse higher education
- Integrate with D&I initiatives
- Community support
- Certification of healthy built environment
- Provide care giving support (child and elder)
Watch the full webinar session, here.
Why Employees Leave
“People don’t quit jobs, they quit managers.” At least that’s the conventional wisdom. Our keynote speaker, DisruptHR’s Jennifer McClure, says that in fact most people do quit their jobs, for reasons that leaders can control. Jennifer walked through the following survey and offered advice on how companies can build workplace cultures no one wants to leave.
Top 10 Reasons Employees Leave
- Career Development
21% leave because there are no opportunities for growth, achievement and security
- Work-life Balance
13% leave because of lack of time off and scheduling preferences
- Manager Behavior11% leave because of negative and nonproductive relationships
- Well-being9% leave because of physical, emotional and family-related issues
- Compensation & Benefits9% leave because of total rewards promised and received
- Relocation9% leave because they physically move out of proximity of the job
- Job Characteristics
8% leave because of ownership and enjoyment in manageable work
- Involuntary7% leave because of terminations or layoffs
- Retirement7% leave because of a decision to exit the workforce
- Work Environment6% leave because of physical and cultural surroundings
Watch Jennifer McClure on demand as she breaks down these top reasons and gives you tips to combat turnover at your organization.
BUILD a Culture of Feedback
Paycor’s CHRO, Karen Crone says that when HR gets feedback right, they see an increase in employee engagement and productivity. In a feedback focused culture:
- Employees feel confident voicing their perspectives
- Relationships are grounded on trust and respect
- HR leaders listen from a place of positive intent and openness
- HR leaders seek feedback actively routinely and intentionally
- HR leaders take action to remove obstacles and empower grass-roots ideas
It doesn’t matter if feedback is positive or negative. Rather, the most important thing to remember is that when you collect feedback, you have to do something with it. Dig through the data, find insights, and show employees you’re both listening to and acting on what they share.
Want to implement some quick feedback strategies? Try these 5 tips:
- Encourage visible, accessible managers and leaders
- Regularly solicit feedback on manager performance
- Bring structure to feedback to listen and capture ideas
- Demonstrate active listening when feedback is provided
- Be both spontaneous and deliberate about recognition
There’s a lot more on this topic. Watch the on-demand webinar here.
BUILD a Remote Workplace
Forty-three percent of employees are considered remote workers. HR consultant Sarah Laboranti talks about how remote work arrangements can help retain top talent, reduce expenses and boost engagement.
Why remote workplaces are so popular:
- Provides flexibility for both employers and employees
- Technology makes remote work easier than ever
- Enables recruiters to look everywhere for talent vs. a defined geography
- Ability to recruit from competitors across the U.S./globally
- Opens the pool to those not seeking full-time, onsite work (e.g., parents, disabled, flex)
- Reduces office/space costs
- Makes work/life balance more attainable/possible, especially for Millennials
A recent two-year Stanford study found that remote workers:
- Completed more actual work hours (no commute)
- Took fewer breaks
- Used fewer sick days and less time off
“It shouldn’t matter where people are getting their work done – as long as they are focused and working hard each day”
Brian de Haaff
Co-founder and CEO, Aha!
For more on the benefits of remote work, check out the on demand webinar here.
BUILD a Competitive Compensation Plan
Christine Ippolito says it’s time to rethink the way we compensate employees. Traditional merit reviews are gradually being replaced by new approaches. For example, “ratingless” systems represent an attempt to anchor compensation to objective data. Christine describes three new approaches:
- Employers are replacing individual manager evaluations with manager calibration sessions with well-defined criteria as a guide for discussions
- Employers are assessing employees based on future value to the organization (skills/capabilities)
- Employers are basing decisions entirely on goal accomplishment
If you want an action plan for creating a competitive compensation plan, check out the on demand webinar here.
BUILD a Burnout-Resistant Culture
Brace yourself… Burnout is officially a medical condition, according to the World Health Organization. Eugene Partridge puts it in perspective:
- The U.S. ranks 30th out of 38 countries in work-life balance
- More than 11% of American employees work more than 50 hours per week. (Less than 0.5% of workers in the Netherlands put in those kinds of hours.)
Source: Family Living Today
Here are the top 10 reasons for employee burnout and tips to remedy the symptoms:
- EmailDo everything you can to reduce redundant emails. Encourage employees to write shorter, more efficient emails.
- MultitaskingCreate a culture that focuses on working in short, efficient burst. Make multitasking uncool.
- NegativityCreate a workplace atmosphere that is optimistic from the very top of the organization. Post positive quotes throughout the office.
- Excessive MeetingsEnsure day-to-day meetings are 30 minutes or less. Encourage the creation of agendas as a company standard to maximize time.
- Social MediaCreate a culture that engages the use of social media at appropriate times, but do not restrict its use.
- Unhealthy NutritionProvide and encourage healthy eating and exercise. Try loading vending machines with healthy options and encourage water intake.
- ProcrastinationCreate a culture that finishes today what could be done tomorrow. Incentivize the combination of projects and tasks early.
- Lack of Decision EmpowermentTrust your employees! Encourage employees to think critically and empower them to make decisions.
- Broken ProcessesReward employees who come up with ways to refine processes. Even small changes should be celebrated.
- Personal and Professional DisorganizationTrain your employees how to organize their day, their work and their workspace.
For more advice on how you can overcome employee burnout watch the on demand webinar here.
BUILD a Compliant Interview Process
The landscape of compliance is shifting. For decades it was a minor inconvenience to small and medium-sized businesses but today it’s a serious threat to your bottom line and your brand image. When a question about salary history or prior convictions can land you in a court room, you need to be up-to-date with the latest in recruiting compliance. Attorney Katherine Weber advises HR leaders to ask these questions:
- How/where are you sourcing your candidates?Recently, we’ve seen many employers come under fire by the EEOC and in private litigation by candidates who didn’t get hired. They claim employers focused too much on college recruiting only, which resulted in them not considering older candidates.
- If you post job openings on your website, is your website accessible to everyone?Let’s paint a picture. Say someone is on your website searching for job openings. They find your careers page and they can easily click on a button to submit their resume. It takes them no more than 5 minutes to apply and they continue with their day. Sounds good, doesn’t it? But what if another person comes along and their visually impaired? Is your website properly configured to be compliant with the Web Content Access Guidelines? If you’re not sure check out http://wave.webaim.org/report.
- Is your application compliant with state law?If you have offices in multiple states or you employ remote workers, this is a huge deal. States have different regulations around:
- Drug testing (especially marijuana)
- Background check limits/timing
- Salary history
Katherine also covers questions around ADA compliance, compliant interview questions about prior convictions, salary history bans, background checks and many other important topics. Check out the on demand webinar here.
BUILD an Intern Program to Scout New Talent
Shayna Royal makes a compelling case that internship programs can introduce your company to new ways of thinking and bring in people who can help with your social strategy (in addition to giving your team extra capacity and a strong candidate pipeline).
Shayna presents a detailed plan to start an internship program:
- Develop a Workforce PlanStart with a plan that clearly defines the objectives and goals of the interns and create a regular cadence of feedback.
- Brand & AttractAsk yourself: why would an intern want to work for my company? A NACE 2018 Student Survey found that an opportunity to develop job-specific skills was important to prospective interns but that a high starting salary wasn’t. Take the time to think through what makes your company a good fit for ambitious people.
- Create RequisitionRecruiting interns isn’t that much different than recruiting for any other candidate. Here are a few things to keep in mind: number of hours and weeks required to work, learning objectives, work related to major and ongoing support systems.
- Talent IdentificationTrying to find top talent shouldn’t make you want to pull your hair out. By developing sourcing strategies, internal recruiting teams, hosting recruiting events and implementing talent communities across college campuses, you can begin to find the top talent you need.
- Talent SelectionSo, you’ve identified potential candidates. Which ones will you interview? Once you’ve established your selection criteria you’ll need to decide whether you’ll host campus interviews or on-site interviews.
- HireWhen you’re ready to pull the trigger, keep this in mind: most students are highly sought after and are interviewing with other companies. Make sure you have two or three potential hires lined up in case your number one options gets swept away.
- OnboardingThe process doesn’t end after the hiring stage! Make sure your onboarding program engages and equips interns with the training and tools they need to have a successful experience.
If you want a more in-depth breakdown of all 7 steps, watch the full webinar here.