Most business owners know that a company’s success relies on its people. It takes various individuals to operate a business, from skilled managers to entry-level staff. However, no matter what your company provides, you may still face retention challenges at times.
Often, the hardest employees to keep are those in entry-level roles. Many workers see these jobs as short-term — a way to build their résumés before moving on to better positions. While this makes sense, it can be tough and expensive for employers. However, there are steps you can take now to create an environment where entry-level employees want to stick around.
To improve your company’s retention, consider the following suggestions.
Develop an engaging onboarding program.
It’s hard for a new hire to envision themselves with your company long-term if you don’t make the right first impression. Use your onboarding program to make new employees feel like part of the team right away. New hires need to know exactly what’s expected from them, and how your company operates. Plus, the onboarding process is the best time to show new hires your company mission, values and culture. Make sure your onboarding program is engaging, inspiring and motivating.
Offer flex time and work from home options.
Many part-time and entry-level employees have obligations that make it difficult to get to the office during regular business hours. For example, they may still be taking classes, have other jobs or have family responsibilities. As an employer, being sympathetic will win you more loyalty than cracking down with inflexible work schedules. If you can, offer work-from-home positions and flextime. This is a good idea for retention across the board, because many workplaces are rapidly moving toward a more flexible work model.
Give more responsibility and expect your employees to improve over time.
Employees who feel empowered and engaged in company decisions are more likely to spend their time at work focused on achieving company goals. Let your entry-level workers plan company events, lead projects and set their own goals for career development within the company. If they feel like cogs in the machine, they’ll have little reason to stick around. But if they feel engaged and appreciated, they’re more likely to develop loyalty to you as an employer.
Be involved with career development for new hires.
Ask each new hire, “What do you want to do with your career?” Then, you can understand their perspective about how your company fits into their plans. Even if you think they’ll only be with you a short time, you should still invest in their personal and professional development. You may be able to promote them internally, so they don’t have to look elsewhere to advance their careers.
If you hire a great employee and let them toil away in entry-level positions for years without promise of growth or a promotion — well, then you shouldn’t be surprised when they leave for greener pastures. Create valuable growth opportunities to convince your employees that staying is good for their careers.
Hopefully these tips help you implement practices to retain and engage entry-level employees. Even the highest executives were once entry-level job seekers looking for a chance to succeed. Train and hone that talent, and you might find much more potential in your entry-level employees than you ever realized.