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Posted by Rowan O'Grady, Hays Canada President, on Tuesday, Sep 27, 2016
You’ve hired someone you think is a good fit, but after the “honeymoon stage” they’re less engaged, and less productive – and they might be considering moving to another company in hopes of finding something fulfilling long-term.
What can you do to reduce retention risk?
The second part of Hays “Fit” Series takes a look at the impact that finding your ideal fit has on workplace satisfaction and what factors could contribute to someone’s dissatisfaction. It’s a challenging balance to have both the right fit as well as career progression and salary to keep your employees happy.
Before an employee is part of the team:
When considering a new hire you’ve considered how well they will fit with your team but have you also thought about how well they fit with you, their direct manager? While teammates are important, we’ve learned that the number one contributor to an employee leaving was their direct manager. Take them to coffee to have an informal introduction before making a final job offer to make sure you’re on the same page about the role and their career.
After an employee has joined the team:
Instead of trying to brainstorm why someone may be unhappy in their current position there is a more straight forward approach to take: ask your employees directly. Identifying the problem and taking steps to address it can inhibit retention issues. We suggest an anonymous employee survey. When you have the results, release an overview of the findings, and offer specific actions you will take to address the main concerns. Being seen to listen and change based on suggestions can go a long way towards re-engaging your workforce.
How else does fit impact your workplace? Register for our free webinar October 19.
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