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Getting a small business up and running with the help of knowledgeable employees is always a challenge. Not only is financing difficult (Bankruptcies in the U.S. increased to 25,227 companies in the second quarter of 2016), but finding employees that are the right fit for your one-of-a-kind small business environment can prove to be a tedious process as well. But it doesn’t have to be: with the right tips, you can reduce turnover in your small business and promote a positive workplace atmosphere and culture. Here are just a few surefire ways to build up your team of small business employees to reduce turnover and boost culture as a whole.
Advertise New Positions Properly
First, it should come as no surprise that the success of any job posting depends on two main factors: how it’s written, and where it’s posted. Take the time you need to craft each and every new job posting thoroughly, explaining the goals of the small business as a whole and making job expectations as transparent as possible. Don’t be afraid to go into detail about the challenges of the job as well as ways the company is available to provide additional support. Give applicants as much information as possible to weed out some of those who may not be a good fit for the startup environment. Spending more time on the job listing means reducing the chances of turnover for each position.
Similarly, think carefully about where you’re posting new job listings for your business. For example, you may get a different set of applicants posting the job on Craigslist than you would using Indeed or ZipRecruiter. According to a 2011 report, 86% of consumers will pay more for a better experience, and while some online job boards do charge employers money per listing, it’s almost always worthwhile because it helps to provide you with only the most qualified applicants.
Again, it’s understandable for your business to have limited funding when it comes to benefits. That being said, it’s your duty as an employer to invest in your employee’s health and wellbeing as a whole in some way. According to a 2016 Gallup poll, Millennials are the “Job Hopping Generation,” with six in 10 open to a new job at any given time, more than any other generation. A major reason for this is lack of benefits and appreciation from employers. Think about auxiliary benefits that will boost professional development, like offering continuing education courses, tuition reimbursement, and more.
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Prioritize Culture and Engagement
Finally, develop some habits that help employees feel connected with both the company and one another all at once. This means upper management should be involved in both the planning and execution of these routine events. For example, a weekly Friday meeting where employees discuss their challenges and victories could help to boost morale. Buy the group some pizza, Americans’ number one favorite comfort food, and make them feel heard and their voices valued. Doing this each week contributes to overall job satisfaction, culture, and engagement.
Promote From Within
Finally, while your business may not have a ton of promotional opportunities in its startup phase, you should still make an effort to include your current employees if a new position does open up. This helps make employees feel like they can truly grow and contribute to your company’s success.
“When it’s time to create a new senior position, start the search with your existing employees before searching for outside candidates. When you constantly promote from the outside, employees get frustrated and may stop giving their best since they don’t see any opportunities to grow with your business. Promoting from within is one of the key employee retention strategies because it shows employees that there is a chance for advancement within your small business,” writes Margaret Jacoby on Synnovatia.
Ultimately, these tips can help your startup retain valuable employees and properly manage professional relationships. As long as employees feel like their voices are truly being heard, anything is possible.