Retention in a Recession
Tips to Keep Your Workforce Strong
Whether or not the experts will agree on if a recession is truly upon us, it’s clear that times are shaky for many businesses and consumers facing the rising costs of living and doing business. With an uncertain economy, many workers worry about the threat of losing a job, and businesses worry about how to cut expenses and salvage the bottom line. But, despite the layoffs that occur in some markets, industries, and organizations, the opposite pressure – to retain staff – is just as strong in others.
In fact, a recent report by Workforce.com showed that despite the economy, 64% of companies plan to keep staffing budgets steady, 87% do not plan to change compensation budgets, and 93% are not looking to instate salary freezes. But despite these plans, many employers find it difficult to simply retain the staff they have.
Given that turnover can cost anywhere from one to three times the cost of an employee’s salary, losing key staff is even more difficult to afford when times are tight. So, what can you do to retain employees in light of current conditions? These ideas can help you retain your highly valuable and skilled workforce.
- Be flexible. According to the Families and Work Institute’s newly released “2008 National Study of Employers,” employers are more likely to retain workers if they offer flexibility in the workplace. Flexible work programs offer more than simply a leg-up on the competition in recruitment efforts. They are a way to retain staff despite major life-altering changes that have traditionally meant an exodus from the workplace, such as parenthood or reaching retirement age. Flexible work schedules are also of great appeal to younger workers who are willing to job hop in favor of a more contemporary work environment.
- Retain training programs. Though they’re often the first thing to get cut, it’s important to continue offering training and development programs when times get tight. Economic pressures often trickle down, causing demands for higher productivity levels from employees. In order for workers to do this, you must equip them with increased skills and knowledge. Employees who feel pressured to do more will be tempted to seek other employment if they feel the company isn’t doing its part to help their work improve.
- Consider telecommuting. Though telecommuting programs are not an option for every employer, many organizations are getting creative on how they can utilize telecommuting to retain their workforce. Not only does allowing employees to telecommute help them save money on gas, recent reports have highlighted the success and satisfaction of employees putting in 40 hours a week for an employer from an at-home office. Other employers are opting for a different approach, allowing at-home work for part of the week and requiring in-office time for face-to-face meetings or collaboration. However telecommuting programs are structured, this option appeals widely to employees who have to travel long distances to work or those who have needs to attend to at home.
- Boost bonuses. It may seem contradictory to businesses seeking to cut back, but increasing pay incentives is a great way to not only retain but also motivate key staff. Experts recommend that this approach be tied directly to individual efforts that boost sales, production or performance. The logic behind this retention technique is simply “you help me, I’ll help you.” Plus, bonuses can help employees weather tough economic times themselves and place you at the level of a preferred place to work. If your business can’t afford to budget for raises, a bonus initiative may be a great option to help retain staff members who may otherwise search for richer pastures.
Experts say that in the past 60 years, economic downturns have lasted from 11-18 months, proving that keeping your skilled, trained workforce is an important factor in the long-term success of your company. These ideas can help you retain the staff you have as you ride out whatever the economy brings.
7 Summer Team Building Ideas
Motivate Your Team with these Summer Activities
As summer begins and the weather beckons people outside to bask in the sun, it’s an important time to make sure your team is inspired to do their best. It’s a time when employees easily lose focus, pining after vacation or worrying about children on break from school. That’s why summer is a great time for activities to keep your team motivated. Not sure where to start? Here are a few ideas for fun ways to develop camaraderie among your employees and at the same time reward them with a fun activity for a job well done.
1. Carnivals – Whether indoors or outdoors, carnivals are a great way to bring families and friends together for an unconventional experience at the workplace. Have each department host a different game or booth like a cakewalk, bean-bag toss, or bowling lane. Hold drawings, or give away prizes for participation. Consider turning your carnival into an open house by also inviting customers and clients to enjoy the fun.
2. Community gardens – Have a group of green-thumbs at the office? If you have enough volunteers to take on the project, find a small plot of land on company property and purchase supplies for employees to plant and tend to summer fruits and vegetables. Since this ongoing project will require intensive time and effort, have employees form teams for different duties, like watering, weeding, harvesting, etc.
3. Company picnics – Once a time-honored tradition for many companies, the annual picnic is a great way for employees in organizations varying from large to small to bond with each other and introduce family and friends to co-workers. An afternoon or evening full of food, games, contests, and traditions, company picnics offer many different activities with wide appeal.
4. Scavenger hunts – Need a quick break from the normal routine? Create a friendly scavenger hunt competition by making a list of items, forming teams, and setting a time limit to see who can complete the list first. Send a camera with them to document interesting moments to share with the group when they return.
5. Excursions – Paintball, amusement parks, and ropes courses offer a great team-building experience away from company grounds. When considering a company-sponsored trip like this, make special arrangements for safety and inform all employees of safety guidelines.
6. Sports teams – Summer is a great time for company-wide team sports like softball, soccer, bowling, volleyball, and more. If there’s a league in your area, consider allowing employees to form teams, and sponsor their jerseys or equipment. Added bonuses for this type of team-building activity is that it promotes employee health and builds company spirit.
7. Cook-offs – If your workforce prefers to keep things indoors, there’s always the option of holding a themed cook-off. Food items like chili, ice cream, or pies are popular choices. Let everyone vote on their favorite dish, or select random, secret judges and charge employees a small fee to eat their share after the judges select winners. Afterwards, donate the proceeds to a local charity.
These are just some ideas of ways you can encourage your team to stay focused and enjoy a break from the normal routine. Get creative, and start planning today to adapt an idea from this list for your workplace.
HR Tip of the Month
Reducing the Threat of Workplace Violence
Every June, during safety month, it’s important to look at factors that impact employee health and well-being on the job. One area that has been receiving more and more attention lately is that of workplace violence. According to the Bureau of Justice Statistics, more than 1.7 million U.S. workers are injured in workplace assaults each year. The Bureau of Labor Statistics showed that on average, 800 deaths each year are related to workplace violence. Overall, violence in the workplace accounts for 18% of all violent crime in the country.
Workplace Violence Defined
According to the National Institute for Occupational Safety and Health (NIOSH), workplace violence is defined as: “violent acts, including physical assaults, directed toward persons at work or on duty.” The Canadian Centre for Occupational Health and Safety defines it as any act in which a person is abused, threatened, intimidated or assaulted in his or her employment, including but not limited to threatening behavior, written or verbal threats, harassment, verbal abuse, and physical attacks.
Defining the Workplace
Because the term “workplace violence” includes the term workplace, it’s important to understand where that is. The workplace, according to OSHA, is not only the building in which employees work. It includes but is not limited to buildings along with their surrounding perimeters such as parking lots, fields, clients’ homes or businesses, and travel to and from work. It’s also important to note that a work setting can be a permanent or temporary location in which employees perform any work-related duty.
Types of Workplace Violence
- Committed by strangers. According to NIOSH, which describes this type of workplace violence as criminal intent, 85% of workplace violence deaths fall into this category. In this type, the person responsible for perpetrating acts of violence has no relationship with the business or its employees. Examples include robbery, terrorism, trespassing, and shoplifting.
- Committed by customers. The perpetrator in this type of violence does have a legitimate relationship with the business and engages in violent activity while being served by the organization. Those responsible can include clients, customers, patients, inmates, students, or anyone receiving services from a business.
- Committed by co-workers. In this type of workplace violence, the perpetrator can be a current or former employee who attacks or threatens another current or former employee in the workplace.
- Through personal relations. The violent individual in this scenario typically has a relationship with the victim but not the business. Domestic violence that occurs at work falls into this category.
Anyone in the workforce has the potential to be exposed to or affected by workplace violence in one of these four forms. That’s why it’s critical for employers to take preventative measures to ensure that they and their entire workforce are safe from the threat of workplace violence.
Preventative Measures
1. Create a workplace violence policy. Specify a definition of workplace violence that includes both verbal and physical abuse and threats. Also include a zero tolerance statement, list all prohibited actions and consequences for violating the policy, and outline a formal reporting and investigation process.
2. Train all employees. Regular training on workplace violence and related topics such as harassment is critical in helping prevent violent behaviors from occurring in the workplace. Make sure that all employees receive a copy of your workplace violence policy, and include it as part of your new employee orientation. Make sure employees at all levels understand how to report any acts of workplace violence that they are subject to or witness, and hold special managerial training on the investigation and disciplinary processes.
3. Enforce an applicant screening policy. Experts say one way to help stem the threat of workplace violence is to screen all applicants for signs of prior violent behaviors. According to the Society for Human Resource Management, items your screening process should include are background checks, federal and state criminal histories, employment and reference checks, sex offender registries, and electronic criminal databases.
4. Create a security plan. To help combat the risk of outside threats, it’s best to create a workplace security policy. Depending on your business, location, and security risks, a security plan may include visitor check-in, key-card access, surveillance cameras, security guard, metal detectors, cash drop policies, buddy systems, facility lighting, and panic buttons.
5. Update and measure plans regularly. Even the best laid plans aren’t effective in preventing workplace violence if you don’t enforce them or are missing vital new updates to ensure you’re doing all you can to protect your team. Make regular security and policy updates, and keep all employees in the loop as your measures evolve.
Though workplace violence doesn’t occur in every place of business, any organization in any industry can be subject to violent acts. That’s why it’s critical to understand and take preventative measures to protect your most valued asset – your employees.
Additional Resources:
Exchange is a publication of Express Services, Inc., Oklahoma City, Oklahoma. Copyright 2008.