ABR HR Insights Magazine, Autumn 2019

November 18th, 2019

Real estate professionals use the term “buyers’ market” when there are far more houses for sale than there are prospective buyers. Under those conditions, buyers can be extra picky—and sellers must work harder to entice
them. Employment has its own version of the buyers’ market, and we’re in the middle of it right now: there are
more open positions than there are qualified applicants, which means that companies have to figure out new ways
to attract and retain top talent.

Fortunately, the contributors to ABR Employment Services HR Insights offer plenty of helpful guidance to organizations that seek to navigate these troubled waters successfully. One key point to keep in mind is that the job market is always in flux, and circumstances can change dramatically
(and quickly).

In this issue’s feature article, “Career Paths Are Out—and Career Portfolios Are In,” Charles Coy takes in the big-picture view of the job market and the talent pool. In a conversation with futurist April Rinne, he explores how the growing presence of “portfolioists” in the workplace is reshaping hiring practices and work communities.

As companies struggle to anticipate the opportunities (and challenges) they’ll be facing, one common theme
has emerged: today’s employees want more than good salaries.

  • Peter Bellotti (“Best Practices for Employee Experience Programs”) explains that they want their jobs to have meaning—and companies need to provide that if they want to engage (and keep) their workers.
  • Tori Fica (“How to Help Employees Feel Valued at Work”) underscores the positive impact of rewarding people through compensation and recognition, pointing out that “employees perform better when they see that what they’re doing day in and day out matters.”
  • In “The Importance of Building Trust within a Company,” Insight Worldwide highlights trust as a major driver of employee engagement: “When employees are confident that they have management’s trust, usually those employees will not only meet expectations but actually exceed them. In an environment of trust—where they are both trusted and trustworthy—employees are more engaged and more productive.“

How is your organization faring in today’s tough employment market? If you’re looking for new strategies for finding and keeping great employees, we can help! Remember, the business world keeps evolving, so it’s always wise to prepare for whatever may lie ahead.

8 Powerful On-boarding Strategies to Engage New Employees

November 4th, 2019

How many employees do you think are truly engaged and enthusiastic about their work? According to Gallup, the number is merely 15%, which is a huge financial drain for businesses considering that offices with engaged employees are as much as 43% more productive.

How can you facilitate employee engagement? Let’s go back-to-basics with this list of 8 Powerful On-boarding Strategies to Engage New Employees:

1. Lift the Curtain

Think back to your first day at a new job. You probably had dozens of questions floating around your head:

  • What exactly am I responsible for?

  • What does my average day look like?

  • What do my managers/colleagues expect from me?

Your new hires are thinking those same things. Don’t let them go into their first day blind; set them on the right track by explaining the scope of their role and your expectations.

2. Plan for Performance

Speaking of expectations, it’s never too early to start talking about performance reviews!

Share a sample performance review sheet and walk your new hire through setting one performance target, one development goal, and a job essence objective.

3. Lead with Inspiration

Your company probably has an awesome, unique mission. Explain it to employees and then hone in on how their individual work will contribute to the company’s mission.

When employees work toward a purpose that isn’t just “making the company money”, they are more likely to stay engaged.

4. Power Up

Equip new hires with the gear they need to succeed right off the bat, whether that means a lightning-fast computer, login information for the company’s resource center, or pristine business cards.

Nothing kills your buzz like having to wear a visitor badge for the first week because no one thought to request a security pass.

5. Axe the Admin

Don’t send your new hire home with a headache from signing one too many forms. Have them sit down with HR (or you!) to walk through a handful of the most pressing documents, and leave the rest for later.

6. Get Face-time

94% of employees prefer that managers address performance issues and development opportunities in real-time. So, begin cultivating a great relationship on the very first day by setting aside quality time to connect with new employees.

7. Break the Ice

In their Relationships @Work study, LinkedIn found that:

  • Nearly half of all professionals worldwide think that work friends contribute to overall happiness

  • 50% of employees between the ages of 18-24 believe that workplace friendships make them feel motivated

Facilitate workplace friendships or at least positive team relationships by organizing a team lunch. Your newest employee may leave day 1 with a best buddy.

8. Wind Down & Psych Up!

First days can feel like a whirlwind. Set aside the last minutes of the day for a calm debrief. This is the perfect opportunity to answer any questions that may have come up throughout the past few hours and summarize the schedule for the rest of the week.

New hires will leave engaged and excited to come back rather than thinking “Abandon ship!” as soon as they walk out the door.

Looking to add to your engaged workforce?

Whether you need to hire entry-level light industrial employees or a professional to manage your call center team, our team of recruiters are here to support your workforce hiring needs. Contact any ABR location to get started.

Editorial Note: This article originally appeared in the October 2019 edition of our e-newsletter, HR Insights. It was written by Talmundo.