Hiring people is a lot of work — and a huge financial investment. In fact, the Center for American Progress says it costs roughly 20 percent of a new hire’s salary just to get them signed on. So once they’re hired, Secunda says, you’ll want a lineup of great tech that gets them excited and keeps them engaged.
Before they’re hired
When an employee quits early, it’s often because they had very different expectations about the job — which means you didn’t hire the right person. Use social media to provide transparency into your company. Create “Day in the Life” videos on YouTube to profile employees, special events and other “insider views” of the business. Be honest about all positions — even those parts that aren’t glamorous.
Once they’re hired
Use onboarding programs like WorkBright or Red Carpet by Silk Road to collect info on the new employee, and pair them with a like-minded mentor. Create a series of email messages, delivered on a set schedule using a tool like Constant Contact, to orient them to what makes your company special. And immediately plug them into your employee-only social media platforms, then ask them to post a photo and share a bit about their history and why they’re excited to join the team.
Document tools like Google Forms can collect nonsensitive paperwork immediately. Many incoming staffers today prefer completing their onboarding from their smartphone, which is quick and comfortable, and increases their commitment.
Keep it going
Use a tool like SurveyMonkey to ask questions: Does someone at work encourage your development? If you need help, are there people you can turn to for support? Do you have the equipment to do your work correctly? Once you start tracking engagement, you can design solutions to address your weaknesses.
By Mikal E. Belicove
The author surveyed 5,600 workers from various industries from January 2019 to December 2021, finding that worker dissatisfaction not only starts as early as age 25 — it’s been here since before the pandemic started. Her advice: aim for work-life alignment, not work-life balance. Find out what drives them as an individual — and reshape their jobs together. Engage them in the recruiting process.
There’s been a lot of buzz about a 4-day workweek. But it will be the ‘4 + 1’ workweek that ultimately wins out: 4 days of “work” and 1 day of “learning.” Several forces are converging in a way that point toward the inevitability of this workplace future.
How can leaders help their teams combat change exhaustion — or step out of its clutches? Too often, organizations simply encourage their employees to be resilient, placing the burden of finding ways to feel better solely on individuals. Leaders need to recognize that change exhaustion is not an individual issue, but a collective one that needs to be addressed at the team or organization level.