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MP: Good afternoon, and thank you for joining us today for an MP webinar on the great resignation and best practices to retain your workforce.
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MP: amy women had a marketing here at MP and for those of you joining us on a webinar for the first time MP, is a full service human capital management company offering a complete suite of products and services to support employers through the entire employee life cycle.
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MP: Including recruiting HR payroll benefits administration time and attendance and compliance assistance.
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MP: We support our clients with cutting edge technical solutions, as well as proactive reliable service and deep HR and payroll expertise at MP, we are wired for HR and help our clients succeed by aligning their people strategy with their business goals.
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MP: i’m excited to introduce your presenter for today amanda bridge amanda is an HR generalist here at MP.
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MP: She currently provides HR support to small, medium and large sized businesses in a variety of industries and was previously in HR generalist for a 200 plus employee pediatric nonprofit organization.
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MP: And just a few housekeeping items, if you would like to submit a question during the program please use the Q amp a feature at the bottom of your screen.
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MP: And we’ll be sending out a recording of the webinar later in the day, with along with the slides and any other resources and with that i’m going to hand the MIC off to amanda.
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Amanda Bridge: Thank you amy hi everyone thanks for joining today’s presentation let’s get started with our legal disclaimer.
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Amanda Bridge: So this training is intended for educational and informational purposes, while we hope that you will learn a lot today, we are not attorneys and the information should not be construed as legal.
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Amanda Bridge: Although you all already know what the great resignation is we are going to look at what’s going on the cost of turnover how to work towards reducing turnover some ways to attract and retain your current staff in some recruiting tips.
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Amanda Bridge: I am sure you are all fully feeling the impact in your own workplaces, but also in the communities that you live, you shop and you visit.
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Amanda Bridge: I know i’m always shocked to find out that the starbucks or dunkin donuts that I just drove to has closed due to staffing issues.
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Amanda Bridge: Some statistics to get us started the bls or the Bureau of Labor statistics noted that, as of Friday November 12 there were 10.4 million job openings and 4.4 million employees have quit.
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Amanda Bridge: As for current employees 41% are considering leaving their jobs, this is, according to a Microsoft survey of over 30,000 workers in 31 countries.
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Amanda Bridge: So this is a revolving cycle employees leave their job, but the work still has to be done so other employees are asked to pick up the slack and fill those available chefs then they become overworked and are at risk for quitting.
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Amanda Bridge: Prior to the pandemic workers were becoming more confident, though in demanding more from their employees and their employer, such as better compensation better working environments and better benefits if the pandemic work to end tomorrow, this is still going to be a problem.
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Amanda Bridge: So it is reported that employees are leaving their jobs due to burnout.
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Amanda Bridge: being made to work more due to co workers, leaving or even an increase in volume due to the pandemic undefined hours working at home, has its benefits but, as you know, sometimes it’s hard to know when to turn off.
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Amanda Bridge: Also, some employees need to pick up extra shifts due to staffing.
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Amanda Bridge: higher wages, due to the cost of living and increasing the price of products and services.
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Amanda Bridge: Working conditions, some employees do not have the opportunity to work remotely or telecommute.
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Amanda Bridge: And maybe they’re working conditions are something that they feel are toxic or their frustrations frustrated with the organization or some people who are required to go back to the office are looking for a remote position in order to obtain that work life balance.
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Amanda Bridge: Another reason is jobs dissatisfaction, people are just wondering Is this what I want to do anymore.
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Amanda Bridge: A lot of hospitality retail and restaurant employees have a lack of security in their jobs, and they are variable hours and often without a lot of benefits.
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Amanda Bridge: Then we also have the health and safety concerns so some jobs don’t allow for adequate socially social distancing and not only does that put the employee at whereas, but you know they could be afraid that they could bring that home to their families too.
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Amanda Bridge: Alright, so next we’re going to take a look at the cost of turnover, along with some things to look out for.
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Amanda Bridge: The first step in reducing turnover is realizing the cost of turnover and why it’s so important to retain your current employees and the costs associated with replacing them.
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Amanda Bridge: Some of the hard costs are going to be separation costs, which would be any paid time off that needs to be paid out and your unemployment rate could be impacted as well.
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Amanda Bridge: They can see costs would include any current employees that would need to work extra due to the lack of staffing and it could result in overtime and you might also have to hire some temporary staff to fill those roles.
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Amanda Bridge: replacement costs are really going to be the vendor costs for background checks drug testing orientation on the job training where you’re not only paying the employee but you’re also paying the trainer.
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Amanda Bridge: And then there are soft costs which are separation costs lost so.
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Amanda Bridge: loss of productivity due to having a vacant position you know, are you not able to provide all the services that you want to use do because you have open shifts loss of productivity of co workers so when their time is now spent mentoring and supporting new hires.
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Amanda Bridge: loss of productivity of a supervisor, this could be due to additional coaching or oversight needed for the new hire.
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Amanda Bridge: So here’s some things to take a look out for so um with your current Staff, this may cause them to that may cause them to leave.
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Amanda Bridge: It is important to take notice and get a pulse from the employees, having good relationships with the employees can help them open up to the struggles and the concerns that they have.
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Amanda Bridge: A large amount of turnover in a specific department, this is something that you won’t want to examine and figure out the cause of the turnover and fix it before more employees leave.
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Amanda Bridge: Any kind of life changes, meaning.
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Amanda Bridge: The employee may be expecting or you know expanding their education and their they’re going to go back going back to school or they’re starting new family, and these are some factors that may drive turnover.
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Amanda Bridge: Last job advancement opportunities so do you have any employees who have recently been turned down for a promotion, this could leave them seeking employment elsewhere.
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Amanda Bridge: And also lastly absenteeism have any of you had an employee leave during the middle of the day, do you sometimes question if they’re leaving for an interview.
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Amanda Bridge: This could be a telltale sign another thing to keep an eye on is an employee who may be less productive they could be spending their working time looking for another position.
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Amanda Bridge: So there’s a quote by Peter van Sahlin that says great employees are hard to find until you become a great employer and they find you.
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Amanda Bridge: If you are able to retain talent, you are able to attract it.
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Amanda Bridge: So let that sink in if you can retain it, you can attract it we have been recently hiring for HR partners on our team, and we all participate in the interviewing process.
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Amanda Bridge: When a candidate asks how our managers to work, for we were all to sit in silence that would give a clear impression, however, the genuineness of how we all feel supported shows through the same will apply to your current Staff when they speak about the company or take part in the interview.
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Amanda Bridge: So what do employees really want they want.
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Amanda Bridge: They want to work, work with us on work with the employee not only explain how to do the tasks, but they want them to get their hands dirty.
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Amanda Bridge: They are looking for a manager, who is hands on and shows up to support the team, not just sits back and expects everyone to do everything for them.
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Amanda Bridge: A manager, who is approachable someone who has their backs when i’m someone who has a calm demeanor and someone who that they can go to with any problems that they might have.
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Amanda Bridge: they’re also looking for someone who truly cares manager who takes interests, who helps manage their goals and checks in with them.
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Amanda Bridge: And lastly, someone who’s accountable employers are looking for a manager, to give feedback and ask them manager and ask as a manager what they can do better, or how they can help also someone who expects more from them and pushes them to expand in their growth and development.
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Amanda Bridge: So we’re going to take a look at some incentives that might be beneficial for you to examine closer so, given the loss of employees, companies are looking at how they can implement new incentives to help her team their staff.
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Amanda Bridge: Well, I realized some companies may not be able to increase some financial benefits such as pto, it is important to look to see if you are competitive, for your industry.
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Amanda Bridge: You also want to be equitable have a plan as to how you could run into different pay equity situation, so you know.
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Amanda Bridge: You want to be consistent and you want to implement that across departments on so that you’re not offering one employee more paid time off at higher versus another which could be a pay equity situation.
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Amanda Bridge: Some companies are exploring sign on bonuses to help attract candidates again be sure to be equitable in this approach to.
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Amanda Bridge: It could pose a disparate impact.
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Amanda Bridge: There are other ways to attract talent to and i’m a big supporter of having an employee referral bonus program I feel this is a great way to attract good talent and also reward your current employees.
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Amanda Bridge: With this program you’re able to determine the amount you wish to offer and break it up into segments so, for example, if you have an employee who refers another employee.
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Amanda Bridge: And they are hired you could offer $50 after the first month of employment, then even $100 after three months of employment.
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Amanda Bridge: you’re able to offer higher monetary incentives for higher positions as well, or those harder to fill positions so it own it not only offers the opportunity for the employee to make some money but it’s also bringing in employees that are of like mind and work ethics.
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Amanda Bridge: And then maybe a one time bonus to recognize current employees who have picked up extra shifts you know, a small thing you could go a long way.
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Amanda Bridge: So, looking at your current benefits offering you want to make sure it’s competitive think about exploring an hra to offset some of the costs of the deductibles.
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Amanda Bridge: Another thing to consider is do your current benefits still fit your employees.
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Amanda Bridge: Have you hired a lot of out of State employees, if so, you should take a look at whether your current provider or carrier provides adequate coverage for your new remote hires.
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Amanda Bridge: For example, mass pay pre pandemic, we were all pretty much located close to our beverly office, where we were headquartered.
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Amanda Bridge: And now we have employees in 17 different states so taking a look at the benefit offering and make sure that it is able to help out all those other people in the different States and it covers them is definitely important.
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Amanda Bridge: also explore what your current health insurance offers are there any fun incentive programs make sure that you communicate this with these employees, as it is an added benefit.
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Amanda Bridge: Last year we were able to get free new balance sneakers and this year a free peloton membership, so those all add into your company’s overall benefits so make sure you monopolize on those.
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Amanda Bridge: look into offering an EA P, people are all going through different sorts of stresses, we have all been navigating the same storm, but in different boats, in other words, the way the pandemic affects us is different for each individual situation so having an EP could help support your staff.
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Amanda Bridge: FSA dependent care, this could assist employees who are struggling due to childcare costs.
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Amanda Bridge: You also want to make sure that your benefits remain competitive, this is a tall order and basically use your bottom line in ways that make you uncomfortable, but it is necessary if you if retention is one of the top priorities on your list.
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Amanda Bridge: You want to do a yearly analysis to make sure that you’re keeping up with the market.
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Amanda Bridge: If you don’t know what kind of benefits your employees are looking for survey them and ask see what would be beneficial to add to the company benefits see what you know your demographics and employees, please most precedent on.
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Amanda Bridge: So I do understand that some companies have limitations, as to what they are able to offer, but try to look at the employee as a whole, their family their educational goals, etc.
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Amanda Bridge: and see if there is anywhere in your business that you can accommodate any of the following remote work or hybrid.
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Amanda Bridge: Well, I know some companies are anxious to get employees back to the office employers have found that they can be more productive and not spend as much time commuting.
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Amanda Bridge: If this isn’t an option to offer as a full time benefit consider a hybrid role where employees can work from home on alternating alternating days.
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Amanda Bridge: autonomy and flexible hours for remote or non remote positions focus on the output of deliverables rather than the hours logged.
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Amanda Bridge: Life is busy things happen to all of us the ability to have flexible hours if the position warrants is valuable to employees.
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Amanda Bridge: They may not take a higher paying job because of the flexibility of their position and offers so some employees may have child care needs.
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Amanda Bridge: And it might not be doable to look at alternative schedule, but see if you can help them meet meet those needs, having a flexible schedule, it can be a cost effective way to increase employee retention.
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Amanda Bridge: practice what you preach and encouraged time off your role model and set an example of that time office important if you have a manager that never takes time off, you are going to feel obligated to work rather than use your own time off.
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Amanda Bridge: Make sure that you’re encouraging that work life balance, this means not expecting someone to reply to your email at nine o’clock at night.
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Amanda Bridge: I know some of us, you know don’t finish up the day or have that last minute thought, where you send an email out at nine o’clock at night, just so that you don’t forget.
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Amanda Bridge: But if your employees are seeing that you know there’s a possibility that they may think that you want them to respond after hours.
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Amanda Bridge: And there is a way to schedule emails that you right after hours to be sent out the next morning, which is pretty cool.
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Amanda Bridge: Although employees may not be expected to reply, they may feel pressured to do so if the manager so working so remember that and practice what you preach.
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Amanda Bridge: That way, your employees don’t think that you expect them to reply if they are just getting their emails early the next morning when they come into work.
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Amanda Bridge: When you focus on being the best place to work in your industry top talent will be on your team.
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Amanda Bridge: don’t just make a product or deliver a service focus on fair pay advancement opportunities a caring culture professional development high standards and an opportunity to make a meaningful contribution this will make your company great and help you attract great people.
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Amanda Bridge: So, to talk about some of the workplace culture things on employee satisfaction i’m sure many of you have seen what a snowball effect kind of looks like or does to accompany when an employee is you know dissatisfied they talk they tell other employees and it could become toxic.
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Amanda Bridge: invest in your employees, listen to what they have to say.
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Amanda Bridge: give back to the Community having a company mission and values is important, so if you don’t have one look into developing one.
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Amanda Bridge: Employees are now placing a lot of value on how their company supports the Community considering offering a paid day off to do community service individually for a cause that they’re passionate about or a team get together to do community service activity.
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Amanda Bridge: understand how they play a role in the success of the company.
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Amanda Bridge: Then we also have technology.
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Amanda Bridge: How are your employees connecting with each other if they work in a virtual environment or their remote positions.
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Amanda Bridge: Look at your technology and see if there’s a way to enhance communication we’ve all benefited from using Microsoft Microsoft teams as it’s been a piece that has helped us stay connected throughout the whole pandemic.
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Amanda Bridge: Recognition so recognize your high performers show appreciation to the employees that go the extra mile little appreciation can go a long way.
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Amanda Bridge: Transparency be transparent about how the company is doing at the beginning of the pandemic if any company was experiencing layoffs employees may have felt that their job was in jeopardy.
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Amanda Bridge: If your business isn’t doing as well as it had done let the employees know how you did you intend on keeping it afloat job security is a concern of money, these days, so be transparent.
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Amanda Bridge: So this is one of my favorite parts of it so survey employees and I don’t know if any of you have heard us the interviews maybe you all have but conducting an anonymous survey can really help provide some helpful insight into how your current employees feel.
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Amanda Bridge: about how they feel and what information you could use to see how you could do better take the positive information you gather and incorporate it into your job postings.
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Amanda Bridge: The information you gather consider grouping employees together across departments for strategic goals on things that you could improve on this will not only get the employees buy in for the solution but also foster some cross collaboration between departments.
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Amanda Bridge: Employers should only conduct stay interviews if you’re able to take action, not every grievance can be met with a solution.
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Amanda Bridge: But it is important to effectively communicate any barriers and making these specific changes when communicating share how the company can work towards a solution it doesn’t necessarily need to be instantaneously.
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Amanda Bridge: Okay, so your employee value proposition is the message you will use to target your prospective candidates.
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Amanda Bridge: The graphic explains that EDP is really an all incomes all encompassing as to the value of your company brings to his employees so factors such as compensation benefits career work environment, culture, are all important to look at.
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Amanda Bridge: When you are targeting passive candidates and it’s important to remember that the option to potentially work for your company is a choice for that candidate and not a necessity.
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Amanda Bridge: The passive candidate will already have the stability and likely the compensation, this is where you really need to think about what you can offer that is different.
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Amanda Bridge: Not only can EP or the employee value proposition be used as a magnet for attracting new hires It can also help engage and retain current employees.
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Amanda Bridge: So ask yourself these questions, to see if you have the answers, why do your current employees choose to work here, why do they stay, what do most of them like about you as an employer.
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Amanda Bridge: These are some questions that you need to answer in order to set up a successful strategy by answering these questions, you will be able to best explain your employee value proposition.
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Amanda Bridge: This will then help differentiate what separates you from your competition and what values you bring to the employees that other employers don’t.
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Amanda Bridge: So, here are some tips and train your managers observe them and practice if you have a manager, who is demoralizing train them to be effective, managers.
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Amanda Bridge: follow up on their progress prevent them from poisoning the wall, if you are an HR services client make sure to take advantage of some of our soft skills trainings that we offer.
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Amanda Bridge: prioritize engaging employees and making them feel valued and heard in a lot of companies, the priority is the bottom line and making money.
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Amanda Bridge: Consider employee engagement as one of your best investments in your company’s success and engaged employee will help you expand your bottom line and places a lot of value on its employee engagement and turn we have grown exponentially.
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Amanda Bridge: develop strong and transparent promotion tracks show the employees, what they need to accomplish to move up in the company follow up with them and assist them in their growth and development.
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Amanda Bridge: be transparent about the company where it’s headed and explain how everyone plays a role in the success.
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Amanda Bridge: let’s get into some of that some tips for recruiting.
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Amanda Bridge: And although these are some creative job titles, they may be poorly understood and not have as many responses to the posting.
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Amanda Bridge: On a side note, you want to make sure that your position titles are not gender bias to So although these are very creative and I don’t think that they’re going to be in the search engine when you’re searching for a position.
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Amanda Bridge: You also want to review current postings to make sure it’s a job and not a job description, this is something that I see quite often, when you look on job boards is.
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Amanda Bridge: Basically, just copying and pasting of the job description so job as a really about selling the position and using the information from the employee value proposition to describe why they should come work for you, whereas the job description is meant to be an internal document.
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Amanda Bridge: Make sure your job ads are candidate centric here’s an example of a supportive language as a core member of the project management team, you will be expected to work.
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Amanda Bridge: autonomously and deliver on project phases on time and on budget, we will help you achieve your goals by continuous professional development at regular career progression sessions.
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Amanda Bridge: So, as you can see, the company centric language says things such as the successful applicant take note of this specific language using this portal that instead of calling the candidate, the applicant.
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Amanda Bridge: As demanding add does the supportive add refers to the candidate as you so it really puts a candidate front and Center and also helps them envision themselves in that role.
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Amanda Bridge: Some tips and tricks for this our search friendly content, so the job ad should be easily found on the search engines be brief, clear and to the point you short paragraphs and bullet points.
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Amanda Bridge: clearly separate required and desirable skills, if you don’t differentiate job seekers may conclude that they are not sufficiently qualified for that role, so you really want to differentiate those to.
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Amanda Bridge: lead with what you offer and not what you need.
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Amanda Bridge: Okay, so a tip I want you to try to be the applicant of a position that you have opened in your company.
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Amanda Bridge: Think back to when you were hired.
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Amanda Bridge: What worked well and what was missing remember the first impression of the company starts with the interview process.
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Amanda Bridge: fill out the new hire work go ahead, take out the packet fill out all the forms that need to be filled out in order to get hired and see if there’s an easier way to do them can they be combined on or even maybe made electronic if they’re not already.
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Amanda Bridge: Take a look at your company website, does it reflect the company culture, this is a big one, so make sure, as we talked about that your dog ad is showing the applicant why they should work for you and using language that helps them envision themselves in the role.
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Amanda Bridge: behavioral interviewing questions so you want to ask the applicant questions that provide an opportunity for them to elaborate on a situation rather than a question that only requires a yes or no answer.
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Amanda Bridge: also ask the same questions of each applicant for positions to avoid any kind of disparate impact.
00:29:47.250 –> 00:30:00.240
Amanda Bridge: put some thought into the hiring and onboarding experience remember onboarding is an ongoing thing and it isn’t really just about employee training, you want to check back and check in with them periodically and often.
00:30:04.950 –> 00:30:15.990
Amanda Bridge: The candidate experience is your report card from past candidates and prospective talent on how well they were treated and communicated with along the hiring process.
00:30:16.740 –> 00:30:25.830
Amanda Bridge: So, now that we’re in a world where we use social media this report card is posted all over the Internet for the world to see and you want the world to see positivity.
00:30:26.940 –> 00:30:33.900
Amanda Bridge: What is the first thing that people see or do when they go to apply for the job they look at the reviews so.
00:30:34.560 –> 00:30:39.870
Amanda Bridge: You take a look at the company website you take a look at glassdoor or any of those other review sites.
00:30:40.470 –> 00:30:52.320
Amanda Bridge: And even the Google ads blessing that you want them to see or negative comments on those forums, this is why it is so important to take responsibility to ensure every candidate experience is a good one.
00:30:56.430 –> 00:30:59.250
Amanda Bridge: So where can you recruit top talent.
00:31:01.410 –> 00:31:12.030
Amanda Bridge: linkedin is the premier professional network site online and a great place to find potential candidates professionals and students use linkedin to create awareness about themselves and what they do.
00:31:12.690 –> 00:31:29.430
Amanda Bridge: Employers can search linkedin to to find out, you know what candidates might fit their needs and review those resumes you can also create a company profile that people can follow and connect with your employees on that platform, and you can also post job openings on that site as well.
00:31:31.140 –> 00:31:41.490
Amanda Bridge: social media so how’s your social media following on either Twitter Facebook instagram even YouTube the people who follow your company do so for a reason.
00:31:42.090 –> 00:31:51.300
Amanda Bridge: So share job openings with this social media audience and you know potentially get some job seekers who already, like you, or could refer you to someone else.
00:31:53.040 –> 00:32:05.550
Amanda Bridge: they’re also college alumni and career websites so most us colleges and universities offer or operate career centers designed to help students and alumni find employment.
00:32:06.660 –> 00:32:15.930
Amanda Bridge: Often, you can find job postings on their websites for free and enables you to find quality job candidates, but it also helps the school recruit potential students as well.
00:32:17.490 –> 00:32:33.780
Amanda Bridge: So explore your local colleges and alumni and career centers around you establishing an ongoing relationship with area schools can lead to referrals when they have students who are an ideal candidate for your company so communicate what your needs are effectively.
00:32:35.460 –> 00:32:50.310
Amanda Bridge: There are also professional organizations, so, as you know, some HR professionals on this, you know i’m sure you’ve heard of sherm or some other local chapters that are to you, you know, make sure that you’re you’re putting your jobs out there and spreading the word and networking.
00:32:52.200 –> 00:33:01.770
Amanda Bridge: Then there are also networking events, when you attend a networking event, you want to spread the word about your company to the person that you next meet could just be your next new hire.
00:33:05.160 –> 00:33:12.030
Amanda Bridge: So i’m going to open it up to some Q and a’s and if you have any questions we’ll be happy to kind of talk through them and answer them for you.
00:33:26.580 –> 00:33:34.200
Amanda Bridge: um I have one question that says should I do stay interviews if my employees seem upset or ready to leave yes.
00:33:34.740 –> 00:33:43.410
Amanda Bridge: I think it’s a great idea to get a pulse on your current employees and hopefully save them from you know resigning or looking for other positions.
00:33:43.920 –> 00:33:51.990
Amanda Bridge: When doing the stay interviews you really want to make sure that you’re compiling compiling the data and addressing all of their concerns so.
00:33:52.530 –> 00:34:05.460
Amanda Bridge: You know if they want more money and that’s one of the things you know what can you do to support them, not everyone can just get more money, but um you know you can kind of look at other creative ways so maybe.
00:34:07.170 –> 00:34:18.000
Amanda Bridge: Help that employee or you know, create those clear career tracks that employees can kind of build on and you can help them with their goals, both personally personally and professionally.
00:34:18.840 –> 00:34:28.350
Amanda Bridge: And so I definitely think stay interviews are a good thing to do, just to get a pulse and see you know, are you doing as well as you’re doing what are some of the suggestions that are happening.
00:34:29.730 –> 00:34:37.770
Amanda Bridge: Okay um next question should an employer always offer or counter offer, I think it depends, I think it depends on.
00:34:39.180 –> 00:34:48.990
Amanda Bridge: The employee, and I think that if there’s the opportunity for counter offer it already means that the employees sort of dissatisfied already with the position.
00:34:49.440 –> 00:34:57.210
Amanda Bridge: And that gives you a good telltale sign that you should probably get a pulse, for your for your current employees, I don’t think it’s a bad idea to do.
00:34:57.810 –> 00:35:05.010
Amanda Bridge: A counter offer, but you know it depends, is the employee a great employee is it going to be hard to refill this position.
00:35:05.460 –> 00:35:15.360
Amanda Bridge: i’m that those sort of things and then really hope build on that employee engagement, so that you can retain that employee if they do accept your offer the other thing is the cost of.
00:35:16.530 –> 00:35:24.840
Amanda Bridge: The cost of rehiring and employees, about one third of whatever the position pays annual salary, so you know.
00:35:25.260 –> 00:35:34.020
Amanda Bridge: A third of their annual salary to replace that position so that’s really challenging and that’s really you know somewhere where you could kind of stop the bleeding and.
00:35:34.440 –> 00:35:41.940
Amanda Bridge: and put that kind of money into your current employee base that will help them stay and you can help retain those talents to.
00:35:43.980 –> 00:35:44.400
Amanda Bridge: um.
00:35:45.810 –> 00:35:46.560
Amanda Bridge: let’s see.
00:35:50.160 –> 00:35:53.100
MP: So amanda it does look like we’re getting some questions as well.
00:35:53.400 –> 00:35:55.770
MP: In that Q amp a on the bottom okay great.
00:35:56.250 –> 00:35:58.170
Amanda Bridge: I know some of them sorry me.
00:35:58.170 –> 00:35:59.580
MP: Thanks okay great.
00:36:00.390 –> 00:36:13.650
Amanda Bridge: Okay, someone says, I have less than six part time employees it’s a retail shop what benefits would someone expect at 25 to 30 hours a week I think that’s a great question because I think a lot of times to employees are.
00:36:13.830 –> 00:36:14.910
Amanda Bridge: You know they’re working more than one.
00:36:14.910 –> 00:36:21.390
Amanda Bridge: Job so maybe they’re working with you part time and working somewhere else part time so they’re really not getting those benefits um.
00:36:21.990 –> 00:36:28.110
Amanda Bridge: What benefits, I like that really don’t cost the employer anything are going to be those supplemental benefits.
00:36:28.980 –> 00:36:40.530
Amanda Bridge: So that’s really your aflac or you know other other providers that provide those benefits now it doesn’t cost the employee or anything they can be withheld through the employees paycheck and set up through your payroll provider.
00:36:41.070 –> 00:36:46.110
Amanda Bridge: But what it kind of does is it seems like your benefit offering is a lot better so.
00:36:46.440 –> 00:36:53.190
Amanda Bridge: You know if you’re offering accident insurance or cancer insurance or different things like that it increases your benefit offering.
00:36:53.550 –> 00:37:06.630
Amanda Bridge: And it’s 100% employee funded, so they feel like they have the opportunity to get those benefits through you as an employer and not a lot of people know that they can go get them on their own, if they were to get them on their own.
00:37:08.070 –> 00:37:16.590
Amanda Bridge: They would have to write a check, you know monthly directly to the supplemental insurance carrier, so this is kind of like an easy access way to.
00:37:16.950 –> 00:37:27.000
Amanda Bridge: increase your benefit offering but not have a lot of costs associated with it, you could also consider you know, contributing to some of those supplemental benefits yourself so.
00:37:27.570 –> 00:37:36.480
Amanda Bridge: Maybe you pay 25% of it to you know help retain your employees and shows that you know appreciation and the the amount of really nominal too so.
00:37:37.440 –> 00:37:48.420
Amanda Bridge: that’s something to consider you could you could do it depends on is your organization really a high turnover organization where you’d be paying out a lot of paid time off, but.
00:37:48.750 –> 00:38:05.880
Amanda Bridge: You could consider doing paid time off at a part time rate um where would be obviously a less of an accrual rate, but still offering some time for the employee to you know accrue to take some time off if needed so that was a really great question.
00:38:07.590 –> 00:38:14.910
Amanda Bridge: um someone said i’m really struggling with the typical ways of recruiting and attracting candidates any outside of creative things that you’ve seen.
00:38:15.870 –> 00:38:26.190
Amanda Bridge: um I definitely think it, you know it’s not a solution that you can just put a bandaid on it’s really something that has to start with a solid foundation of your company.
00:38:26.580 –> 00:38:38.220
Amanda Bridge: um you know, maybe even getting some reviews from your employees and talking to them, if you have a pretty satisfied employee base, you know talk to them and find out what they like best about.
00:38:39.210 –> 00:38:46.590
Amanda Bridge: working for you and monopolize on that you know share those ports share those things on social media um you know.
00:38:47.250 –> 00:39:01.800
Amanda Bridge: posting on all those outside job boards are really going to be helpful to in contacting those prayer centers to see if they do have anyone that is looking and it really depends, is it a you know, an entry level position or a high position, but you know, creating those.
00:39:03.030 –> 00:39:18.780
Amanda Bridge: Employee referral bonuses, too, so you know talk to your employees about what you’re looking for tell them, you know the ideal candidate, and you know, encourage them to talk to their friends to their families, and you know if they’re out having a conversation to promote your company.
00:39:20.100 –> 00:39:21.240
Amanda Bridge: really going to be the best way.
00:39:22.380 –> 00:39:24.000
Amanda Bridge: um let’s see.
00:39:26.250 –> 00:39:34.590
Amanda Bridge: Can I just focus on making sure that my star players are happy or do I have to do this for all employees so that’s a good question um.
00:39:35.100 –> 00:39:41.190
Amanda Bridge: Obviously you want to make sure that your star players are happy by doing this with all of your employees is going to really prove to be beneficial.
00:39:41.910 –> 00:39:54.240
Amanda Bridge: Because you want to work on their their growth and development to to make them those star players, you know what what qualities do your star players possess that you want everyone on your staff to embody too so.
00:39:54.930 –> 00:40:04.350
Amanda Bridge: You know, making sure your employee as a whole are all happy and you know what what you can do to improve on is really great and.
00:40:04.620 –> 00:40:10.830
Amanda Bridge: You know we’ve done these anonymous surveys for clients and we get some really great participation and results.
00:40:11.160 –> 00:40:18.840
Amanda Bridge: And then you know, taking the time during a company meeting to share those results obviously anonymously, but you know what does the majority of people want.
00:40:19.140 –> 00:40:22.650
Amanda Bridge: What are they looking for and then, how are you going to improve on that as a company.
00:40:23.070 –> 00:40:29.730
Amanda Bridge: I think it just takes a little bit of effort from the employer side to show that they want to make changes and that the employees are heard.
00:40:30.090 –> 00:40:39.570
Amanda Bridge: To help retaining those positions if they feel like changes happening or events being worked on, I feel like employees are more apt to stay in their current roles.
00:40:42.720 –> 00:40:43.380
Amanda Bridge: See.
00:40:45.570 –> 00:40:48.240
Amanda Bridge: right to have some more.
00:40:50.520 –> 00:40:51.150
Amanda Bridge: Just.
00:40:56.520 –> 00:41:00.720
Amanda Bridge: This is a good one, what benefits, do you suggest, offering remote providers or staff.
00:41:01.650 –> 00:41:15.600
Amanda Bridge: So as a remote position, right now, I can tell you that some of the struggles that I have, are you know my commute is very short it’s within my same House a home and sometimes you get lost in the monotony of that um.
00:41:15.990 –> 00:41:24.030
Amanda Bridge: When we did used to commute to the office, it was really nice to have that know half an hour drive where you could kind of decompress on the way there on the way home.
00:41:24.330 –> 00:41:39.270
Amanda Bridge: Stop and get a coffee Those sort of things, so I think it’s important to still recognize that you know remote employees are very much even though there’s sometimes a work life balance they’re still prone to burnout and you know really encouraging.
00:41:41.160 –> 00:41:49.680
Amanda Bridge: That they take time, or that they have those conversations with coworkers that they didn’t get that they won’t get to have because they’re working remotely.
00:41:50.490 –> 00:41:56.010
Amanda Bridge: You know they’re not going to bump into them in the hall they’re not going to run into them and be able to talk about their weekend so.
00:41:56.550 –> 00:42:02.010
Amanda Bridge: Having breaks like that I think would be really good so whether you scheduled them with your current staff.
00:42:02.490 –> 00:42:12.240
Amanda Bridge: With each other or other departments, maybe I mean I know we tried out like coffee time, so you know 10 minutes, not a lot out of the day, but you schedule it with other employees.
00:42:12.930 –> 00:42:20.430
Amanda Bridge: so that they can communicate with each other and kind of check in and and just have some social time too, because it can start to feel pretty siloed.
00:42:22.530 –> 00:42:29.070
Amanda Bridge: And someone else asked what are some of the things you can do if you suspect one employee is causing a toxic environment.
00:42:29.550 –> 00:42:37.560
Amanda Bridge: I think it’s really important to pay attention to that as soon as you’re made aware of that situation because honestly, it is going to poison that well um.
00:42:38.160 –> 00:42:40.380
Amanda Bridge: And it depends on what kind of toxic environment.
00:42:40.920 –> 00:42:48.090
Amanda Bridge: I think it would be a good idea to sit down with the employee, you know, given the situation I would definitely want to have more details on it to help coach you but.
00:42:48.480 –> 00:42:54.450
Amanda Bridge: To have a you know, a conversation as to what’s going on what is making them so unhappy.
00:42:55.080 –> 00:43:00.990
Amanda Bridge: Or you know if you’re not comfortable with that even considering doing one of those stay interviews and rolling that out, for your environment and.
00:43:01.440 –> 00:43:08.550
Amanda Bridge: You know, hoping that they’ll they’ll answer honestly about what’s going on, or maybe it’s that they missed out on a promotion or.
00:43:08.970 –> 00:43:20.190
Amanda Bridge: You know they don’t feel like they’re being valued in their role so pay attention to those little personal signs of theirs, you know what are they saying what is it from what’s it in relation to.
00:43:20.640 –> 00:43:30.720
Amanda Bridge: um you know, is it a bad working environment with their manager, you know how can you help that, how can you help them get along better, how can you, you know.
00:43:31.620 –> 00:43:40.020
Amanda Bridge: Have trainings that they can attend to work better together, or you know kind of foster that positive work environment really put a lot of precedent on that.
00:43:41.430 –> 00:43:42.570
Amanda Bridge: let’s see.
00:43:57.150 –> 00:44:02.730
Amanda Bridge: um someone asked what sign on bonus structures do I, like for professional staff positions.
00:44:03.240 –> 00:44:15.930
Amanda Bridge: um I really like some sign on bonus structures that also incorporate that retention bonus as well, so you’re kind of getting more bang, for your buck there, so an initial bonus offering followed by you know.
00:44:17.160 –> 00:44:24.480
Amanda Bridge: Three months or a six month review and you know the rest of the bonus at that I really think there’s a great way to structure that and.
00:44:25.530 –> 00:44:34.830
Amanda Bridge: You know kind of have the metrics to make sure that you spell it the metrics of that position and where you want to see them at and three or six months are they hitting their goals.
00:44:36.360 –> 00:44:48.480
Amanda Bridge: And things like that i’m i’m happy to talk offline about structuring a bonus program for sign on also for more specific, you know, for that specific position i’m.
00:44:49.740 –> 00:44:56.820
Amanda Bridge: Okay i’ve noticed a little higher turnover and our remote colleagues any other recommendations to promote the inclusive.
00:44:57.960 –> 00:45:03.660
Amanda Bridge: Inclusion in connection, so it is really hard, and you know I don’t know.
00:45:04.170 –> 00:45:13.710
Amanda Bridge: The answers to that, but I think, asking them what they’re looking for, I mean really having that open communication rather than coming up with your own ideas of some things that might help.
00:45:14.280 –> 00:45:24.930
Amanda Bridge: find out where their pain points are are they overworked or they unable to shut off at the end of the day, because they have other things to do, or you know they’re too busy to.
00:45:25.800 –> 00:45:38.100
Amanda Bridge: Take a break, you know really find out what what’s going on there and address those specific pain points, and you can really do so by asking some pretty vague questions and asking them to eliminate.
00:45:39.300 –> 00:45:49.170
Amanda Bridge: To elaborate on them, so it could be, you know what do you like most and what do you like least it could be what what skills aren’t we using the viewers.
00:45:50.340 –> 00:45:56.790
Amanda Bridge: What suggestions, do you have that could make the you know the remote work a little bit more.
00:45:58.980 –> 00:46:08.280
Amanda Bridge: interactive you know what, what can you do differently there to really help that but I really think talking to the employees first and having those dialogues on a really going to get you some.
00:46:08.700 –> 00:46:16.110
Amanda Bridge: Pretty valuable information and you can use that information to really help build that strong culture which is really the foundation of it all.
00:46:22.380 –> 00:46:30.000
Amanda Bridge: Okay, so someone said i’m for the previous question, prior to the last one I meant more actual benefits for remote staff i’m.
00:46:31.380 –> 00:46:32.010
Amanda Bridge: Trying to think.
00:46:33.210 –> 00:46:38.700
Amanda Bridge: I mean i’m not sure if you’re talking about like maybe know their work environments or benefits for.
00:46:39.750 –> 00:46:46.170
Amanda Bridge: Remote staff I don’t know that they do really any different than your actual work you’re in office staff.
00:46:48.360 –> 00:46:58.380
Amanda Bridge: You know there’s going to have the same health care, benefits and stuff like that that would be offered to them, but you know if you want to explain more i’m happy to work that one out with you i’m.
00:47:00.120 –> 00:47:00.720
Amanda Bridge: Senior.
00:47:08.070 –> 00:47:14.130
Amanda Bridge: yeah we have some great questions on see i’m sorry trying to take a second to read through them all.
00:47:16.920 –> 00:47:28.050
Amanda Bridge: And someone asked if I have a good framework for onboarding absolutely um I can talk to it for a second, but then I can also share that with you so for onboarding.
00:47:28.950 –> 00:47:33.690
Amanda Bridge: I think it’s not all about training and I think a lot of the onboarding aren’t going to be.
00:47:34.080 –> 00:47:39.450
Amanda Bridge: heavily read down with a lot of trainings and meetings and can be really draining I think that.
00:47:39.780 –> 00:47:48.150
Amanda Bridge: You know spacing it out really getting them to know the culture of the organization, the people are really going to be beneficial when they’re working together in teams.
00:47:49.050 –> 00:47:57.960
Amanda Bridge: So that they get to know their co workers, so that they have that time and also, you know that it just doesn’t end I think a lot of people think that onboarding ends, after two weeks.
00:47:59.070 –> 00:48:06.120
Amanda Bridge: Which is it’s really not that case you really should be checking in on an ongoing basis and setting up those meetings and.
00:48:06.480 –> 00:48:17.010
Amanda Bridge: You know, because as things progress and they get to learn the role more they’re also going to have questions about things that you may not have think thought about um, for instance, I remember when I started at mass pay.
00:48:18.180 –> 00:48:25.920
Amanda Bridge: There were probably five or six different printers and none of them made sense as to which printer to print to, and it was just one of those inconveniences but.
00:48:26.280 –> 00:48:29.400
Amanda Bridge: Just to have someone to ask someone to have as a mentor on.
00:48:29.760 –> 00:48:38.280
Amanda Bridge: so that you can really set that up, and you know there’s a lot to it to some people might be better at technology than others, so making sure that they’re supported in the technology when.
00:48:38.550 –> 00:48:42.900
Amanda Bridge: they’re coming on board that you use that they may not be familiar with um.
00:48:43.440 –> 00:48:50.280
Amanda Bridge: I really think that it’s a it’s an ongoing thing that could should probably last up to a year after the employees hired.
00:48:50.730 –> 00:48:54.300
Amanda Bridge: um and that doesn’t mean that it’s going to be heavy on training, it just means that.
00:48:54.600 –> 00:49:06.000
Amanda Bridge: you’re doing that communication and those check ins with those employees that are hired and just making sure that they don’t have any questions and giving them an opportunity to ask those questions should they come about.
00:49:08.340 –> 00:49:09.000
Amanda Bridge: let’s see.
00:49:12.420 –> 00:49:14.460
Amanda Bridge: You all have some really great questions is great.
00:49:29.610 –> 00:49:39.210
Amanda Bridge: Okay, I like this one, and this year inflation is so high so employees are complaining about their lowering from it probably wages So how do we handle this situation.
00:49:39.990 –> 00:49:42.270
Amanda Bridge: And I think that’s going to go back to transparency.
00:49:43.050 –> 00:49:52.530
Amanda Bridge: I think everyone has an understanding that this has been a really hard year to two years for not only employees, but employers and their bottom line.
00:49:52.860 –> 00:49:59.760
Amanda Bridge: And not only is that always you know everyone will always, no matter what they’re being paid you ask anyone, you know what they want.
00:50:00.690 –> 00:50:02.970
Amanda Bridge: Most from their company they’re going to save more money.
00:50:03.750 –> 00:50:11.460
Amanda Bridge: But I think it’s really about building that employee engagement and offering things in another way, so you know there’s been times, where.
00:50:11.760 –> 00:50:19.110
Amanda Bridge: There are nonprofits that you know they’re not able to pay that high dollar but they offer more paid time off in turn.
00:50:19.770 –> 00:50:29.400
Amanda Bridge: So I think that’s really where you start to get creative where the money isn’t necessarily there but outlining what you do offer is going to be really important so.
00:50:29.820 –> 00:50:37.710
Amanda Bridge: You know you offer health insurance, but did you know about the added benefit of X y&z you know this program or this program and communicating it with.
00:50:38.070 –> 00:50:47.790
Amanda Bridge: The employees, because I think you know what happens is open enrollment comes you know by once a year, and they get all these packets, and then Okay, they move on, they have insurance coverage, but.
00:50:48.420 –> 00:50:57.900
Amanda Bridge: To really help explain what that all means and how they can benefit from that, I think it’s going to be really helpful having them understand you know what they’re entitled to what the costs are.
00:50:58.320 –> 00:51:06.660
Amanda Bridge: You know how to sign up for delivery of prescriptions those kind of things are really going to help build that strong structure, I think, with.
00:51:07.230 –> 00:51:18.780
Amanda Bridge: Your culture to, and you know, maybe even more transparency in how the company is doing, how you’re working on getting the company back to where it should be and what that will mean and.
00:51:19.140 –> 00:51:27.570
Amanda Bridge: The growth and how there will be, you know opportunity for advancement because of that so i’m where people aren’t really not able to.
00:51:28.650 –> 00:51:35.760
Amanda Bridge: To have those higher pay increases I think it’s important to kind of have that open transparency that discussion and.
00:51:36.270 –> 00:51:48.810
Amanda Bridge: A full understanding of what the benefits are that you do offer and maybe what they’re looking for is it you know those those P time off things are you able to let people go early on a Friday and pants and the rest of the day.
00:51:49.920 –> 00:51:52.170
Amanda Bridge: encouraged time off that kind of thing.
00:52:01.980 –> 00:52:06.450
Amanda Bridge: Oh, this is, this is a good one Okay, so we offer the same benefits for remote but.
00:52:06.930 –> 00:52:18.870
Amanda Bridge: um I think we need to encourage more employee connection so volunteering social events and virtual happy hours and how to protect and separate home versus work time when the office is at home that is huge.
00:52:19.440 –> 00:52:25.710
Amanda Bridge: So um yeah walking one on ones versus sitting in zoom or teams on do some kind of.
00:52:26.250 –> 00:52:33.600
Amanda Bridge: cool training get an outside speaker and to talk about you know the work life balance and tips and tricks to stay healthy, to make sure that.
00:52:34.320 –> 00:52:41.340
Amanda Bridge: You know you set an alarm every two hours and you get outside if the weather is nice or you do something for yourself or.
00:52:41.760 –> 00:52:48.210
Amanda Bridge: You know, things like that, but yeah I really encourage those employee connections through remote remote are really hard.
00:52:49.170 –> 00:52:55.170
Amanda Bridge: And I found that working you know where you’re not able to have necessarily sometimes the face to face with clients.
00:52:55.770 –> 00:53:01.740
Amanda Bridge: it’s harder to build those connections, so you really want to you know find out what what your employee base or.
00:53:02.160 –> 00:53:16.140
Amanda Bridge: are really passionate about and I think you know virtual happy hours is great if you’re able to do that absolutely you know break it into teams on play some games which up the rooms and we had a really great speaker come in and we did.
00:53:16.920 –> 00:53:23.760
Amanda Bridge: kind of like a fun game to get to know each other better, because you know as we’re adding more and more remote TEAM members we’re also.
00:53:24.150 –> 00:53:30.510
Amanda Bridge: Not being evil to we’re not getting evil we’re not being able to get to know them better so you know it.
00:53:31.140 –> 00:53:40.620
Amanda Bridge: gets you to stop for a second pay attention to what’s going on um no talk about them their story how they got their their history and you.
00:53:40.950 –> 00:53:44.340
Amanda Bridge: Establishing those employees connections is really going to be helpful and.
00:53:44.940 –> 00:53:55.770
Amanda Bridge: You know, in the work environment to you’re more apt to pick up the phone for someone that you have a relationship with and ask for help, then you know someone you’ve never met, so I think that’s going to be really important.
00:53:56.730 –> 00:54:05.220
Amanda Bridge: Everyone has some really great questions, some of these, I will be happy to take offline and follow up with you, but I will pass it back over to amy.
00:54:06.840 –> 00:54:14.520
MP: Thank you amanda so any of the questions that we were not able to answer on today’s program will receive a response via email within two or three business days.
00:54:15.000 –> 00:54:22.140
MP: And if you are experiencing turnover in your organization and having difficulty filling positions MP, has a full service recruiting team.
00:54:22.860 –> 00:54:28.500
MP: We also have a full team of HR specialist that can assist you with any HR and compliance issues, you may be having.
00:54:28.920 –> 00:54:34.590
MP: And you can learn more about all of these services on our website at amp P dash charge calm under the solutions tab.
00:54:34.980 –> 00:54:44.190
MP: Please join us next week at the same time for an informative webinar on covert vaccination mandates and best practices for communication in the workplace.
00:54:44.580 –> 00:54:51.390
MP: can visit our website to register see the full calendar events and all of our ebooks and other resources that we have.
00:54:51.900 –> 00:55:03.750
MP: And just one last reminder that will be sending out a recording on today’s program along with the slides later today thanks again for joining us thanks amanda for that great content and have a terrific day everyone.
HR Partner, MP
In what people are calling the “Talent Exodus” and “The Great Resignation,” employers are struggling to retain their top talent. This challenge will continue through 2022. MP’s HR experts share what workplaces need to know to boost employee engagement and improve retention rates right now.
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- Learn why your employees are leaving or looking for new jobs
- Discover proven tactics to improve employee engagement and retention
- Find out about technology that supports a work environment to attract and retain top talent
- Uncover proven strategies for strengthening company culture and benefits packages