April 2016 Newsletter

Ah spring. Blossoming tulips. Nesting birds.The pop of baseball bats…
…and dare I mention dandelions and Creeping Charlie?

Every year at this time these two weeds attempt to take over my lawn.

Right now — and I probably shouldn’t admit this — these invasive pests have painted a purple and yellow swath across our back yard looking from a distance much like an impressionistic Claude Monet canvas. It’s undeniably beautiful.

On the other hand, fighting these weeds is a frustrating annual battle. Give in just a little, and they gain a new foothold.

It’s all about opportunity and ease of access. Provided just a little bit of unhealthy turf, Creeping Charlie moves in and once there takes off.

The employee retention battle works the same way. 

If a new job opportunity lures our employees and they’re unhappy, even just a little unhappy, they very likely take off. In this case, I mean move on.

Migrating from one job to another is easier than ever these days because of new technology and the Internet.

Both have simplified the job search allowing people to collect job information and search for opportunities casually, easily and efficiently.

In particular:
—Job opportunities have become more visible because of the Internet. Subscribing to job posting updates, for example, simplifies casual browsing.

—Job seekers connect with employers over Twitter and Facebook. If a job presents itself, they explore it especially if there’s no reason not to.

—They easily develop social media campaigns in order to snag their dream jobs.

—They apply for jobs from their mobile phones.

Here is information from Glassdoor that might interest you:

Not only have the Internet and social media simplified the job search, they have made potential employees more visible to employers easing the way for recruiters to poach them from competitors.

Added to all this, it’s more acceptable these days than it has ever been to move from company to company in order to take advantage of employment opportunities.

How does this impact you as employer?
To start, it complicates recruiting.

It also leaves you in a vulnerable position when it comes to retention. In other words, you are at risk of losing your best and brightest talent.

So what can you do?
To begin with, you can refine your recruiting techniques to take advantage of what technology offers.

More importantly, because it is so easy for employees to move from one job to another, you must give your employees reasons not to move.

How then do you ensure they stay? Two ideas:

1.) Hire the right people for the right job in the first place.
Just because someone can wield a hockey stick, doesn’t mean he can shoot a basketball.

The same is true in the workplace. So when you’re hiring, look for people who will fit your organization.

Ask yourself: What traits do our most successful people have in common? What core values does our organization hold near and dear? What does it take to be successful in our organization?

Use your answers to describe the right person for your position and then look for that person.

2) Show your employees appreciation.
It’s fine to say you appreciate your employees, but do they know you do? Here are seven ways you can show them:

Bottom line:
When employees are unhappy in their jobs, they leave, taking profitability and sustainability with them.

When they are happy in their jobs and feel they are a valuable part of your organization, they stay.

If you hire for job fit and show your employees appreciation, it makes all the difference.

Your Solution Toolbox: Using assessments can help you reach your employee and business objectives faster and better

What about you?

Are you starting out on the right foot with your employees? Are you hiring the right employees for the right job?

Are your employees matched to their jobs in terms of their abilities, interests and personalities? How do they feel about their work and their environment? Are they happy and engaged?

Profiles International offers a comprehensive suite of employee assessments that help with employee selection, onboarding, performance evaluation and more.

ProfileXT®: Use to ensure that your employees work where they belong in your organization.
Take the ProfileXT® (PXT), for example. By measuring job-related qualities that make people productive, the PXT will help you determine whether an employee fits a particular job.
The PXT measures thinking and reasoning style, behavioral traits, and occupational interests. You can also use the PXT to assess top performers in a given position to establish benchmarks for other candidates for that position.

Better still, using assessments together will improve your hiring power and manage your workforce even more.

For example, you can improve your hiring process by combining the information Profiles Performance Indicator™ (PPI) and ProfileXT® give you. While the PXT measures how well an individual fits a particular job within your organization, PPI reveals aspects of a person’s personality that could impact fit with managers, coworkers, and other team members, as well as job performance.

And one more thing: Any of these tools can be customized and tailored to fit your company’s particular needs.

If you would like more information about the ProfileXT™, Profiles Performance Indicator™, or any of Profiles International’s assessments, call me today at 952-322-3330 or send an email to mgorski@mgassessments.com.
HR Consulting
Call me, too, if you are looking for professional assistance with your personnel questions. We’ll help you learn how to:

Let's Talk! We offer a no-obligation consultation to informally assess your current policies, procedures and practices. This may help determine what's missing in your current programs. Again, call 952-322-3330 or send an email to mgorski@mgassessments.com.

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