Finding the "Right People"
Let's start with the problem. Did we do something wrong? What happened to cause the labor shortage?
In a way, the pandemic woke people up to consider new ways of working. Working remotely people had more time with their families, less expense in commuting and in many many cases a more satisfying and peaceful work experience. Many found they did not really enjoy their jobs and have found ways to leave their company for a new experience. The fear of face to face customer experience has kept employees back as well as the uncertainty of child care given the resurgence of Covid in schools and the inconsistencies in schools, places even more safety concern on families.
I'm sure you would agree, many of these concerns and perspectives you have no control over. Let us consider opportunities you may have however.
Learn to "market" your company to prospective employees. You are competing with companies for top talent. Share personally all the benefits you have experienced in the company. Give them a first-hand feeling of how this position could benefit them and their career going forward. Be a warm and friendly introduction to your company.
Offer flexibility wherever you can. Where can you offer flexabaility to new hires? Can they work remotely? Even one day a week would be a benefit to many. Can you have a more relaxed dress code? What about holidays....can you offer overtime pay in exchange for time off? What benefits are they looking for...ask them? In this way you are exhibiting listening and being flexible even if it takes some time to make these things happen. As you know more about the employee and what is important to them you can find ways to make the company more appealing.
Relate their work experience and value to the company mission statement. This may be the most important aspect of what you can do. In your mind, think about how they would add value to your team and let them know you value their skills. If you can't find that, this may not be the person for you. We all want to feel wanted and this is exactly how you can convey..."we want you!!"
Make a good environment for your workers. Find ways to make your environment friendly, fun, dynamic. Look around your office. Would plants, color, posters, photos, mottos make the office more appealing. One company put a giant TV monitor in their break room encouraging people to interact, get outside of themselves and be part of life outside of work. It worked! They also had healthy snack available. Make sure your prospects can see what makes this a great place to work.
Build an excellent communication system. Great communication is what keeps people and attracts them to your team. This is something you can and need to do. Meetings, one-to-ones, shadowing leaders, mentoring....all of these are ways to include people and help them be successful. In today's market, belonging is an important aspect for retention of employees. Be creative. One manager stood outside the meeting room and shook hands with every employees welcoming them to their team meeting.
Offer to be a resource going forward. Let it be known that there are no stupid questions and that you are available to respond as needed. You can keep the door open and remind people that you are there. As questions emerge, you may choose to address the answers in a team meeting because probably others have the same question. You want your employees to understand your perspective on various matters especially as it relates to your policy manual.
While these steps appear simple, we know they are not easy because when fear takes over, we are often at a loss as to how to say. Revisit what you like about your job and the good it can offer employees and reinforce the skills you see. Let people know you would like to work with them.
Keep yourself open by practicing good self-care and positive self-talk daily. You represent the company!
