It’s the holiday season, which means that even while we all prepare for whatever holiday celebrations we may observe, it’s time for us all to consider the approaching new year to determine how we can improve upon the last year. With unemployment rates being as low as they are, In the ever-growing recruiting field, when we develop new business and employees, it’s especially important to stand out. While there are lots of great strategies – job boards, social media, or even creating memes to generate interest – word of mouth remains our strongest tool for extending reach. So, with the holiday season in mind, here are five tips to promote employee engagement and retention, increasing the likelihood of your employees referring you and your business to their friends/coworkers. In the spirit of the holidays, I’ll explain each as it pertains to one of my favorite holiday films.
1. Believe in your employees – The Miracle on 34th Street Approach
One of the best ways we, as recruiters, can build relationships, which leads to increased business through referrals, is by establishing a great rapport with our employees. In the healthcare field especially, we are sending nurses/aides out to patients and trusting that the patients are in good hands. With such an important job, sometimes the employees need to know that their employer has faith in their ability, so reassure them as often as you can. When calling an employee with a potential position, tell them the ways you know they are going to succeed, tell them why you’re considering them for this specific opinion, let them know before they even enter the assignment that you know they’ll do an amazing job. Giving them that boost of confidence goes a long way in an employee’s effectiveness in the workplace.
2. Reward your employees’ hard work – The Christmas Vacation Approach
A token of appreciation during the holiday season is a good practice. It doesn’t have to be the Jelly of the Month club, but even something small like that can be a reminder to our employees that they are valued, especially during the holiday season. However, don’t limit these signs of appreciation to the holidays, go the extra mile, it goes a long way in improving retention. Try to name an employee of the month, and give that employee a reward beyond their picture on the wall. Host a few gatherings at your office a year and feed your employees, show them gratification by getting them lunch/breakfast/coffee, send cards on their birthdays, etc. Show a small sign of appreciation on their first day of work. The small tasks don’t take much effort or expense, but they go a long way in keeping your employees happy with their employer.
3. Engage in your community – The How the Grinch Stole Christmas Approach
Giving back to the community is always a good thing to do, if you have the means, and during the holidays is generally the most popular time to do this, but don’t limit yourself to just making monetary gifts to get your company name out in the surrounding areas. A lot of places accept volunteers year round, and if you’re fortunate enough to work for a company that will allow you to volunteer during work (as I am), take advantage of this. It is beneficial to all those involved, and while you don’t need to brag about your involvement in the community, it will certainly be noticed, which goes back to the benefit of word of mouth. Talk to your co-workers and find ways that you can all get more involved in the community, and encourage your employees to do the same.
4. Give your employees freedom – The Home Alone Approach
As an employer, you need to be there for your employees, but only to an extent. Always make yourself available, be sure they know the best methods to contact you, if need be, but limit it to that while they’re in the field. Give them the freedom to find their path and be successful in the work field without you being a constant presence. Step in when you need to, but this goes along with you believing in the employee. Micromanaging is good in certain instances, but many times, an employee can feel frustrated if you are constantly checking in with them. Find the balance that works for both of you and stick with it. Conversely, if you have an employee that likes to have constant communication, by all means embrace that. Freedom doesn’t mean distance, it means allowing them to be who they are, and being the employer they need.
5. Transform your employee – The A Christmas Carol Approach
No, we aren’t looking for a drastic change like the one Scrooge goes through. In this sense, transform means offering ways to improve the lives of your employees. An important question to ask during the interview process is what is most important to the employees beyond compensation. Listen to the answers you get, and find ways to either promote what your company does offer, or pass along the answers to decision makers. Make sure that your employees are aware of benefits (PTO, insurance, retirement plans) and also inform them of any other opportunities that might exist for them outside of the norm (additional trainings, overtime, mileage). Investing in an employee will likely pay off, so be ready to show any current and potential employees just how much you want to see them succeed, both in the workplace and beyond.
