Key Strategies Offered for Attracting and Keeping Employees

by WOHe

Key Strategies Offered for Attracting and Keeping
Employees

While the prospect of spending years trying to hire skilled
workers during a labor shortage does not entice many employers, the
task can be made easier by developing strong personnel
practices.

So says Linda Leigh Francis, who spoke at a seminar at this
year’s Kitchen/Bath Industry Show (K/BIS) in Chicago. Her remarks
were based on her book, Run Your Business So It Doesn’t Run
You.

Although experts estimate that the growing demand for skilled
workers will exceed new people coming into the trades by two to
one, Francis notes that certain personnel practices such as
offering clear and accurate job descriptions, competitive wages
tied to skill levels and an honest appreciation of an employee’s
work can benefit employers in their search.

Other key strategies offered by Francis include:

  • Keep who you have. Run a company that values its people and
    they’ll know it. Make sure that the company meets more than the
    financial needs of its employees and shares its missions and goals.
    If you’re only keeping people with money, there will always be a
    higher bidder. Go beyond the dollar and meet the other needs of
    your employees.
     
  • Grow your own. You can teach someone to learn a skill, but you
    can’t teach them to be nice. When hiring, keep in mind the
    attributes that the company needs in an employee. You also should
    offer people a career path within your organization, both in terms
    of new skills and increased wages.
     
  • Attract people from other companies. Attract reliable employees
    with your reputation as an employer. If your company is known for
    being a great place to work, the word spreads. The kitchen and bath
    industry is small, and employees talk. They know who’s worthwhile
    to work for and who’s not. Good workers want to work for good
    companies. So when you advertise for employees, make sure the word
    on the street about you encourages people to apply.
     
  • Seek non-traditional employees. Consider hiring non-traditional
    employees, such as non-English-speaking immigrants. Make an
    investment in English as a second language training and you’ll
    create a good and loyal employee. In addition, word travels fast,
    and your employees will be great recruiters for you. Make skills
    training, whether English or technical, a requirement of ongoing
    employment.

Finally, Francis notes, for long-term solutions, you, your trade
associations, local schools and politicians should put time, money
and effort into training programs to ensure the production of
qualified, skilled workers.

Related Posts

Leave a Comment

This website uses cookies to improve your experience. We'll assume you're ok with this, but you can opt-out if you wish. Accept Read More