Creating a strong, engaged, efficient and successful team results from diligent recruiting, targeted hiring, effective onboarding, and ongoing training. When properly orchestrated, this process can lead to higher retention, attracting fresh talent while keeping your existing core members engaged.
According to recent statistics, nearly half of American workers leave their jobs within a year of being hired. More than 40% leave within their first six months. Numbers vary across industries, but clearly, in all areas, there are opportunities for organized, mindful, and emphatic practices to improve staff retention.
Keeping the right people happy and engaged for the long haul makes all the difference. At Artisan Creative, some of our greatest satisfaction comes from watching teams connect and grow over time.
To that end, we’d like to share a few guiding principles to help hiring managers select and retain top talent.
Set Expectations
Whether you’re onboarding new talent or working with tenured team members, it is crucial to be as transparent as possible. Each position has its own challenges and responsibilities that may not be immediately apparent and may shift over time.
Communicate goals, responsibilities and expectations early and as needed. Include the team in the big picture so they understand why a specific task is being requested.
Foster an all-pervasive atmosphere of transparency, and trust, in order to retain the talent you need to succeed.
Share Feedback
Many employees report leaving their jobs due in part to a lack of appreciation, understanding, and feedback. As a hiring manager, best practices include holding regular check-ins and creating buddy systems.
To make sure employees have the support they need to succeed, provide specific, honest, and constructive feedback on a regular basis. Depending on your company culture, team size, or location of your team members, you may have to define what a “regular check-in” means to you. Marshall Goldsmith, a leadership coach and author of several management books recommends at minimum to set quarterly meetings.
Acknowledge that team members have lives outside of work and do what it takes to make sure their jobs support them through any significant life transitions. Be prepared to work with them to strengthen the professional relationship through whatever outside forces may arise. Holistic support builds ironclad loyalty.
Reward Success with Opportunity
When employees adapt to their responsibilities, accept their challenges, and make their jobs their own, they have earned opportunities to build on their success.
Make sure that all employees can clearly envision a path to advancement, whether this comes through promotions, increases, or other rewards. As with any relationship, it is important to maintain the sense of optimism with which it began. Make sure that no one ever feels taken for granted.
When employees find that more focused effort reaps richer rewards, they will reciprocate and make the most of your shared opportunities. Building success is a marathon, not a sprint.
Artisan Creative is celebrating 20+ years in staffing and recruitment of creative professionals. Over the years, we have worked with a range of creative talent and clients. Our experience gives us the tools and understanding to help professional relationships thrive. We would love to share that with you and your organization. Contact us today to learn more.
We hope you enjoy the 441st issue of our weekly a.blog.