All too often when I was an HR leader, it was time to take a deep breath and to relax a bit because you simply didn’t have the volume like normal. The week between Christmas and New Year is often like this as well. Things tend to be a bit slower…or at least slower than normal. Things tend to be kind of “blah” because you are so used to running at 100MPH. The key is to take advantage of those times to work on some strategy…especially your employee retention strategy.
With Covid-19, many HR leaders are still working out of the office if they are in manufacturing environments because their industries are essential. As such, they prefer to be on-site to provide support to their employees. Although that is not always the case, this time still provides the chance to build your employee retention strategy. Here are some ideas this employee retention trainer finds work well to carve out time to strategize:
- If you are working in the office, take a day…or two and work out of the home to ensure you minimize disruptions.
- Put the “on vacation” notification on or “I’m at an offsite meeting” on. This way you will not be bothered by people expecting an instant response to email. Of course, tell your boss what you are doing.
- Bring along the appropriate materials that will help you build your strategic plan including engagement surveys, exit interviews, orientation sheets, exit interviews, etc. You want to bring your data with you so you can reference it as you build your employee retention strategies.
- Bring along your Employee Retention Self Audit. If you have not completed it or don’t have one, reach out to me on LinkedIn. This is critical as it really gives a jump start to emphasize areas of concern that should be part of your strategic plan. Data is huge in this process.
- As you identify an area to work on based on the data you have, write it down.
- Continue to write areas to work on and then start batching them into categories such as “onboarding” or “pay” etc.
- After you have batched them, look at which areas are a priority and assign priorities as well as resources, and people you will need to address them. This will give you an idea as to working groups you might need to solve the problem. In essence, you are building an outline. By the time you do this, you have a solid overall picture/outline of what needs to be done and the priorities and resources needed to solve those issues.
- Lastly, use your outline to write an executive summary for leadership so that they can see what needs to be done. Set up a time to present it and do so. This will send the message you are serious about employee retention.
This employee recruitment expert has worked this process multiple times as an HR Leader and as an employee retention consultant. Trust me…it works; and you will look like a star. It will also drive action and results!!!
If you have questions as you start on this strategic plan for your employee retention, call me and I will be a sounding board for you.
Remember…Give Your Employees C.R.A.P.® (Caring, Respect, Appreciation and Praise) Why? Because C.R.A.P. Works!
Reach out to me on LinkedIn, call or text me at 414-305-9626 or click on the link below to find out how to Give Your Employees C.R.A.P.®… learn the C.RA.P. philosophy… AND how it can reduce employee turnover by 35-80%.
