Canadian Pizza Magazine

Features Business and Operations Staffing
Increase Employee Retention

Using tactics perfected in the health-care industry


February 28, 2008
By LeAnn Thieman

Topics

With increased workloads, demanding staff ratios and
challenging work conditions, many employees are feeling burned out –
across all industries, including foodservice.

With increased workloads, demanding staff ratios and challenging work conditions, many employees are feeling burned out – across all industries, including foodservice.

Today’s workers are not signing on and staying on just for the money. They are opting for employers who care about them, professionally and personally. How they are treated on the job is a primary factor in their satisfaction, their resistance to burnout and their willingness to be a loyal employee. Work-life balance is often a top priority.

Recent data reveals enlightening information on workforce attitudes. It shows a disconnect between employers and employees, relating to the effectiveness of various staff retention tactics. The study claims only 13 per cent of employees say their employers put effort into keeping them on their jobs.

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Considering that it costs thousands of dollars to recruit and hire a new employee, organizations are eager to retain the ones they have in addition to attracting the emerging workforce.

All businesses can benefit from these 10 tips, by treating their employees with the same competent, compassionate TLC that nurses give their patients. By doing so, companies will inspire talented workers to sign on and stay on:

1. Smile a lot. Be kind. Keep an open door policy. Don’t just ask to speak to your staff members when they make a mistake, visit with them when they’ve done a great job and commend them in person, rather than in an e-mail or memo. No matter how busy you are, don’t act rushed or distracted. Make your employees comfortable around you and allow them to speak their feelings, ideas and needs.

2. Ask, “How can I help you?”  Don’t assume that you, the supervisors or the consultants know. Hold a staff meeting on the topic or create a survey and grant anonymity. Ask them what they need during the next employee evaluation. You may be surprised by what you learn, when you simply ask the right question.

3.  Do an “assessment.” Ask for their input on their “condition” or their job position. Note what you observe. Evaluate the situation with each person, then make a plan and implement it. Give your employees access to the support they need – technically or personally -– to perform at their best.

4.  Be prompt. When patients have needs, they “call” for assistance; watch for instances where your employees “call” for help, verbally or otherwise. Address each concern and attempt to meet their needs as soon as possible.

5.  Explain all “procedures” and changes. Make sure your staff members know why the changes are taking place and reiterate their importance. While it may not be an easy course, make clear the good that will come from it. Reinforce how their co-operation and positive approach will greatly affect the workplace.

6. Communicate clearly. Keep your employees up to date with what is happening so they feel more involved and less afraid of change. If they have concerns, be sure to listen first – without talking or interruptions.

7. Ease their “pain.” If the pain is work related, ask for their suggestions to ease it. If the pain is personal, such as a relative passing away, be considerate. Offer them a day off or an additional paid day of vacation. Send flowers or a sympathy card to the employee’s family to show that you care.

8. Promote independence. Help them be stronger. Encourage continuing education. Compensate them and their schedules so they can gain the additional skills that will make them better employees. Give them as much control as possible and they are more likely to co-operate with the “treatment plan” and other changes that come along.

9. “Change positions.” Being in the same position too long can sometimes be uncomfortable or stifling. Suggest a transfer within the department or organization. Offer flexible shifts, telecommuting or job sharing. Encourage your employees to grow in their skill sets and job responsibilities.

10.  Provide “nourishment.” Help nurture their minds, bodies and spirits. Remind them to take breaks, eat meals, and ask for help. Provide inspirational, encouraging books, periodicals, and speakers. Bring in a massage therapist after a particularly stressful quarter or show your appreciation with a free company lunch during a successful period.
Implementing these tips creates a “care plan” that does not coddle employees, but strengthens and empowers them. This transcends to their work, which promotes a positive company culture, increased productivity, creativity, loyalty and a healthy bottom line. •

LeAnn Thieman, LPN, CSP, is a nationally acclaimed speaker and co-author of the new book, Chicken Soup for the Nurse’s Soul, Second Dose. As an expert in health-care recruitment and retention, LeAnn provides insights on improving productivity and profits. For more information about her books, seminars or speaking, visit: www.NurseRecruitmentandRetention.com or call 1-877-844-3626.