![]() The shift to hybrid and remote work has underscored the importance of good workplace communication. Stress management programs, retirement planning services and reimbursement for fitness classes are just some examples of what your business might consider providing to employees in 2023 and beyond. Many leading employers expanded and improved their wellness offerings during 20, amid the pandemic, to help support employees and prioritize their well-being. Keeping employees fit - mentally, physically and financially - is just good business. In addition, just over 40 percent of the professionals we surveyed said stipends for home offices are among the perks workers want most. According to research for our Salary Guide, flexible schedules and remote work options are the perks many professionals value most. Perks can make your workplace stand out to potential new hires and re-engage current staff while boosting employee morale. View our free Salary Guide to confirm you’re paying your employees competitive wages. Don’t forget about improving health care benefits and retirement plans, which can help raise employees’ job satisfaction, too. Even if your business can’t increase pay right now, consider whether you could provide other forms of compensation, such as bonuses. It’s essential for companies to pay their employees competitive compensation, which means employers need to evaluate and adjust salaries regularly. Your existing staff - and your overall employee retention outlook and team’s job satisfaction - can significantly benefit from mentor-mentee relationships. Mentors can welcome newcomers into the company, offer guidance and be a sounding board. And it’s a win-win: New team members learn the ropes from experienced employees, and, in return, they offer a fresh viewpoint to their mentors.īut don’t limit mentorship opportunities to new employees. Pairing a new employee with a mentor is a great component to add to your extended onboarding process, especially in a remote work environment. Need to onboard employees remotely? Make sure you have this onboarding checklist, compiled by Trisha Plovie, senior vice president, Future of Work, at Robert Half. The training and support you provide from day one, whether in person or virtually, can set the tone for the employee’s entire tenure at your firm. Your onboarding process should teach new employees not only about the job but also about the company culture and how they can contribute to and thrive in it. Onboarding and orientationĮvery new hire should be set up for success from the start. Here are 14 areas where deliberate action can help boost employees’ job satisfaction and increase your ability to hold onto valued workers: 1. If you sense your business is at risk of losing top talent, you need to move fast to shore up your employee retention strategies. Many companies never stopped recruiting talent during the pandemic, and many others have picked up the pace of hiring in recent months. While the job market in some industries and regions favors employers, candidates with in-demand skills likely won’t have to wait long to find a new opportunity. Why are workers leaving?Įxit interviews can provide invaluable insight into the employee perspective of your company and help determine whether your employee retention strategies need improvement.Įmployee retention strategies for job satisfaction First, you need to understand why your employees might be looking for a new opportunity - and consider why some team members may have already tendered their resignations. So now is the time to confirm that your business is doing the right things to support the retention of highly valued talent. How to retain employees depends in large part on understanding what drives employee job satisfaction. View this infographic to see additional results from our survey. Robert Half’s Job Optimism Survey of more than 2,500 professionals, which tracks worker sentiment on current and future career prospects, finds that 46% of respondents are currently looking or plan to look for a new role in the first half of 2023. For employers, this means maintaining vigilance about the risk of top performers walking out the door by keeping a focus on employee retention strategies. As we move deeper into 2023, research from Robert Half suggests that many workers remain confident about their prospects in the current hiring market.
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