From signing bonuses to flexible shifts to attract working parents, manufacturers have been focused on creative recruiting to address the labor shortage. But recruiting is only part of the solution to the labor crunch: manufacturers also need to up their game in retaining and investing in current employees.
Keeping employees includes more options that just pay or benefit increases — and some of those options are best practices even without a labor shortage. The current employment landscape is increasingly focused on companies’ demonstration of their values and commitment to employees. Accountability, performance management, goals, training, and regular check-ins all play a key role in employee retention.
Holding employees accountable for their actions may seem counterintuitive as a retention tool, but it makes a big difference in workplace culture. Supervisors and managers may be reluctant to call slackers or troublemakers to account when they are short-staffed, figuring that they need every warm body. That lack of accountability can backfire, however, because when good employees see coworkers violating rules or slacking off without consequence, they wonder why they bother to be a team player. Resentment grows, morale plummets, and production goes down as more and more employees slow their pace.
But when accountability is paired with recognition and appreciation of good work, morale stays high. That can be as simple as a quick word of praise: “good job today” or “I’m glad...
Claims that the Serbian Ministry of Foreign Affairs is obstructing the voting of citizens of that country abroad are completely untrue, said the head of Serbian diplomacy in the technical mandate,...