Category: Blog

Retaining top performers remains a major priority for HR professionals. But simply offering competitive salaries and benefits isn’t enough anymore. Employees crave a sense of purpose and belonging – they want to feel valued for their contributions.

But how do you know if your employees actually feel valued?

According to a recent survey, 66% of employees say they would leave their job if they didn’t feel appreciated.

Taking the Temperature: Assessing Employee Value

Before implementing a strategy, it’s crucial to understand your current state. Here are some ways to gauge how valued your employees feel:

1. Employee engagement surveys: Regular surveys with anonymous responses can provide valuable insights into employee satisfaction and areas for improvement.
2. Exit interviews: Exit interviews offer a chance to understand why an employee is leaving and identify recurring themes related to feeling valued.
3. Focus groups: Organize small group discussions to gather qualitative feedback on company culture, recognition, and professional development opportunities.
4. Stay interviews: Proactive check-ins with high performers can help identify potential roadblocks and ensure they feel valued enough to stay.

By using these methods, you can establish a baseline and track progress as you implement initiatives to cultivate a culture of value.

1. Invest in Recognition (Beyond the Annual Review)

Once you understand your employees’ needs, you can tailor your approach. Here are some key strategies to consider:

• Peer-to-peer recognition programs: 41% of employees want to be recognized by a peer, so allow employees to publicly thank their colleagues for their support or going the extra mile.
• Spot bonuses or small gifts: A timely reward for exceeding expectations shows employees their hard work doesn’t go unnoticed.
• Personalized feedback: Public praise is great, but don’t underestimate the power of a sincere “thank you” or a handwritten note.

2. Prioritize Growth and Development

Employees who feel stagnant and unchallenged are more likely to seek opportunities elsewhere. In fact, 65% of employees prefer non-monetary incentives. Focus on professional development by:

• Offering training and mentorship programs: Help employees build new skills and advance their careers within the company.
• Encouraging cross-departmental collaboration: Broaden perspectives and expose employees to new areas of the business.
• Supporting educational pursuits: Consider tuition reimbursement programs or offering flexible hours to attend relevant courses.

3. Foster Open Communication and Feedback

Employees who feel heard and valued are more engaged. Create a safe space for open communication by:

• Conducting regular employee surveys: Gather feedback on company culture, workload, and development opportunities.
• Organize town hall meetings: Give leadership the chance to address concerns and share company goals.
• Implement an “open door” policy: Encourage employees to feel comfortable approaching HR or managers with questions or concerns.

Don’t just tuck these concerns away, utilize them when creating action plans.

4. Promote Work-Life Balance and Well-Being

Feeling valued extends beyond work itself:

• Offering flexible work arrangements: Allow employees to manage their workloads and personal lives effectively.
• Promoting healthy habits: Organize wellness programs or offer gym memberships to support employee well-being.
• Recognizing the importance of personal time: Encourage employees to use PTO and avoid glorifying overwork.

By implementing these strategies, we can create a work environment where employees feel valued, respected, and motivated to contribute their best work. Remember, a happy and engaged workforce is a productive workforce, leading to a competitive advantage for your company.

In survey by Visier, 56% of respondents said they stayed connected to work while on vacation. Of those who worked on PTO, 72% of them considered quitting. During the COVID-19 pandemic, most workplaces moved to a hybrid or fully-remote work structure. Many employees have enjoyed this new work style; however, 5 years into hybrid work, the lines of work-life balance are blurred. It is important for employers to not only ensure their employees not only take their PTO, but enjoy it as well!

Here are 3 ways you can promote more work-life balance for your employees to help keep them happy:

1. Educate employees about work-life balance
   Many employees may think they have an understanding of what a healthy work-life balance is, but that may not be the case. As hybrid work has become the norm, more employees are likely working beyond their usual work hours. Some are probably checking in on emails over the weekend. With smartphones, work is more accessible than ever before. Introduce regular training about work-life balance, burnout, and how to turn off work-brain in order to spend time with their friends and family. By communicating these themes regularly, your employees will continue to feel supported and as though work-life balance is not just accepted, but encouraged.
2. Encourage lunch breaks
   We all remember the days of work lunches. Getting together with our co-workers and stopping at the local café to grab a sandwich and socialize. One of the downfalls of hybrid work is the midday break is often forgotten. It is just as (if not more) important now for your employees to take breaks. During your check-ins, ensure they are taking a lunch break. If someone hits a milestone, or has done an exceptionally good job recently, send them a gift card for a lunch of their choice.
3. Lead by example
   As a manager, it’s your job to show your employees what work-life balance should look like. If you take lunch breaks and vacation time, your team will know that they can also do so, without guilt. In a management position it can be harder to completely remove yourself from work, especially if you have a new employee or are under a lot of project deadlines. Try your hardest to take the vacation time you need. You deserve it too!

Work-life balance is a hot topic, as it should be. Continuing to stress the importance of a balanced life is key for your employees’ wellness and retention. Need help with your own work-life balance? Contact your local PROMAN branch to see how we can take some of your staffing needs off of your plate.

With the current market, it can be a challenge for companies to find and hire the best candidates for their open positions. Staffing firms have emerged as a solution to this problem, providing a range of services that help companies increase their hiring speeds while maintaining the quality of their hires. Here’s how a staffing company can help:

1. Access to a larger pool of candidates
   Staffing firms have access to a larger pool of candidates than individual companies do. This is because staffing firms have a network of job seekers who are actively looking for work, as well as passive candidates who may be open to new opportunities. When you work with us, we sort through our wide pipeline of candidates and find those that best match what you’re looking for.
2. Specialized recruiting expertise
   Staffing firms specialize in recruiting for specific industries or job functions. This means they have a deep understanding of the skills and experience needed for each role and can quickly identify candidates who meet those requirements. By leveraging the specialized expertise of staffing firms, companies can streamline their hiring processes and reduce the time it takes to fill their open positions. We at PROMAN are masters at creating effective job descriptions and utilize social media to run targeted ads to get in front of candidates.
3. Pre-screened candidates
   Staffing firms pre-screen candidates before presenting them to clients. This means that hiring managers save time and resources by only reviewing candidates who meet their specific requirements. By having a pre-screened pool of candidates to choose from, companies can accelerate their hiring processes and reduce the time it takes to make a hire.
4. Flexible staffing options
   Staffing firms offer a range of hiring options, from temporary staffing to direct-hire placements. This flexibility allows companies to tailor their staffing solutions to their specific needs and hiring timelines. For example, companies can bring in temporary staff to cover gaps in their workforce while they search for permanent hires. This can help them maintain productivity while they continue their search for the right candidate.
5. Onboarding support
   Staffing firms provide onboarding support to help new hires quickly acclimate to their new roles. This can include providing orientation and training, as well as ongoing support to ensure a smooth transition. By providing this support, staffing firms can help companies reduce the time it takes for new hires to become productive members of their team.

Working with a staffing firm can be a valuable resource for companies looking to increase their hiring speeds. By leveraging their access to a larger pool of candidates, specialized recruiting expertise, pre-screened candidates, flexible staffing options, and onboarding support, companies can accelerate their hiring processes and maintain the quality of their hires. If you’re struggling to find and hire the right candidates for your open positions, reach out to your local PROMAN office to streamline your hiring processes and increase your chances of finding the right fit.

In today’s competitive talent market, retaining top performers is a priority for HR professionals. But simply offering competitive salaries and benefits isn’t enough anymore. Employees crave a sense of purpose and belonging – they want to feel valued for their contributions.

But how do you know if your employees actually feel valued?

According to a recent survey, 66% of employees say they would leave their job if they didn’t feel appreciated.

Taking the Temperature: Assessing Employee Value

Before implementing a strategy, it’s crucial to understand your current state. Here are some ways to gauge how valued your employees feel:

1. Employee engagement surveys: Regular surveys with anonymous responses can provide valuable insights into employee satisfaction and areas for improvement.
2. Exit interviews: Exit interviews offer a chance to understand why an employee is leaving and identify recurring themes related to feeling valued.
3. Focus groups: Organize small group discussions to gather qualitative feedback on company culture, recognition, and professional development opportunities.
4. Stay interviews: Proactive check-ins with high performers can help identify potential roadblocks and ensure they feel valued enough to stay.

By using these methods, you can establish a baseline and track progress as you implement initiatives to cultivate a culture of value.

1. Invest in Recognition (Beyond the Annual Review)

Once you understand your employees’ needs, you can tailor your approach. Here are some key strategies to consider:

• Peer-to-peer recognition programs: 41% of employees want to be recognized by a peer, so allow employees to publicly thank their colleagues for their support or going the extra mile.
• Spot bonuses or small gifts: A timely reward for exceeding expectations shows employees their hard work doesn’t go unnoticed.
• Personalized feedback: Public praise is great, but don’t underestimate the power of a sincere “thank you” or a handwritten note.

2. Prioritize Growth and Development

Employees who feel stagnant and unchallenged are more likely to seek opportunities elsewhere. In fact, 65% of employees prefer non-monetary incentives. Focus on professional development by:

• Offering training and mentorship programs: Help employees build new skills and advance their careers within the company.
• Encouraging cross-departmental collaboration: Broaden perspectives and expose employees to new areas of the business.
• Supporting educational pursuits: Consider tuition reimbursement programs or offering flexible hours to attend relevant courses.

3. Foster Open Communication and Feedback

Employees who feel heard and valued are more engaged. Create a safe space for open communication by:

• Conducting regular employee surveys: Gather feedback on company culture, workload, and development opportunities.
• Organize town hall meetings: Give leadership the chance to address concerns and share company goals.
• Implement an “open door” policy: Encourage employees to feel comfortable approaching HR or managers with questions or concerns.

Don’t just tuck these concerns away, utilize them when creating action plans.

4. Promote Work-Life Balance and Well-Being

Feeling valued extends beyond work itself:

• Offering flexible work arrangements: Allow employees to manage their workloads and personal lives effectively.
• Promoting healthy habits: Organize wellness programs or offer gym memberships to support employee well-being.
• Recognizing the importance of personal time: Encourage employees to use PTO and avoid glorifying overwork.

By implementing these strategies, we can create a work environment where employees feel valued, respected, and motivated to contribute their best work. Remember, a happy and engaged workforce is a productive workforce, leading to a competitive advantage for your company.

contacting your office. If you have any questions or concerns, please send an email to info@paramountstaffing.com. If possible, please include your branch and current assignment, as well as a good contact method. Thank you again and stay safe and healthy.