When you own a business, employees are your most valuable resource.
Whether you’re selling auto parts, insurance or providing web design services, your employees’ expertise, work ethic and ability to function as a team will largely determine the success of your company.
But finding the right people isn’t easy. A 2018 report from Goldman Sachs reveals that 70 percent of small businesses struggle to find and retain skilled talent. Job seekers can afford to be choosier as a result since they have a wider range of career options to choose from.
One of the attributes of job seeker looks for in a top workplace is flexibility, according to Cynthia Shapiro, a career strategist based in Los Angeles.
“I’ve had several clients walk away from lucrative job offers because the company was too rigid,” she said. “Flexibility is where everything is going. It used to be ‘our way or the highway,’ but more and more companies have been loosening up with relaxed dress codes, bring your dog to work … all of that. But that does mean you’ll be working more hours because the line between work and home has been blurred.”
Bosses tend to pile on additional duties for employees who work from home because they see an empty chair, Shapiro said. But most work-at-home employees get more done, anyway.
“Even though the workload ramps up a bit they are more productive because they don’t have to sit through long-winded meetings or hour-long discussions about ‘Game of Thrones,’ ” she said.
So what kinds of perks can a CEO or HR manager offer to attract the kind of people they need? Crowdspring, an online marketplace for outsourced creative services, and ProStaff, a staffing and employment agency, offer some tips:
Flexible work schedules: Let’s face it, employees in today’s workplace often value their time as much as the compensation they receive. Flex hours, flex days and remote work give them the ability to balance their work and personal lives. So that top manager will have time to make it to her daughter’s dance recital, while another worker will be freed up to spend more time with an ailing parent. It’s a quality-of-life difference.
Opportunities for advancement: This is another biggie. No one wants to remain stagnant in one job forever. The promise of career advancement is a compelling enticement for both new hires and current employees. A 2016 Gallup poll found that 87% of millennials feel career growth opportunities are important in a job.
A positive corporate culture: The average American spends most of their day at work, so having a welcoming work environment makes a difference. A workplace fueled by long hours, harsh criticism and manipulative tactics won’t help any business retain employees. It won’t lure in many new workers either, as negative feedback tends to get around.
Companies should encourage their workers to treat each other as teammates, and bosses can make the workplace more desirable by creating opportunities to socialize. Group lunches, happy hours and “anything goes” meetings where employees can talk — about anything but work — will help.
Competitive wages: Businesses should start by determining the median wage for each job opening their company has. That will provide a clear picture of what people will expect to make. PayScale and Glassdoor are great resources for this. But keep in mind, it’s pricier to live in Southern California than in Peoria, Ill., so the compensation a business offer to out-of-state applicants should reflect California’s higher housing costs as well as higher prices for everything from gasoline and clothing to food and entertainment.
Crowdsourcing: Sometimes, employers aren’t in search of another full-time employee. They might be looking for part-time help to complete a project or list of tasks — someone who can scale their hours to match the company’s needs. That’s where crowdsourcing comes in. With so much gig work going on these days, there’s a deep pool of talent out there to choose from. Finding someone who will work part-time saves money and also allows a company to “audition” a worker for a permanent position that may crop up in the future.
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