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A man and woman in an interview and text reading "Recruiting Employees vs. Finding the Right Fit"

The Difference Between Recruiting Employees and Finding the Right Fit

The Difference Between Recruiting Employees and Finding the Right Fit 1016 528 Sprockets

It’s time to evolve the way that everyone thinks about the hiring process. So, let’s start at the beginning: recruiting employees. One of the best ways to improve the recruiting process is to simply stop “recruiting.” 

That might sound counterintuitive, but you just need to look at it from a different perspective. While recruiting implies the generic practice of sourcing applicants for a job, “finding the right fit” is what we should really be doing. This takes recruiting a step further to source and screen applicants who are most likely to succeed and stay long-term.

Recruiting Employees vs. Finding the Right Fit

Whether you’re a hiring manager or a business owner, it’s important to stay up-to-date on the best hiring practices. Here’s a breakdown of how and why you should do it:

The Recruiting Process Is Outdated

Just because a certain way of doing something “works” doesn’t mean we should continue it. In fact, it’s essential to keep evolving, pursue better alternatives, and consider the paths less traveled. In this case, you should go beyond paying to post jobs on the same job boards, waiting for applications, and weeding through the endless list of resumes.

“Fit” Empowers Every Member of Your Team

When you focus more on finding the right fit and identifying the ideal soft skills, like communication and collaboration, you empower your entire team to succeed. These soft skills can often be more important than workplace skills or industry experience. A team member with several years of experience could be detrimental to the business by lacking the ideal personality traits, so it can be beneficial to consider applicants with little to no experience but have the right “fit.”

How to Identify Fit

Cellphones with fit scores to help with recruiting employeesIt can be difficult to identify the right personality traits via typical recruiting and screening practices, like interviews. Luckily, Sprockets’ AI-powered platform provides all the tools you need to find applicants who are the ideal fit for your team. You can post jobs for free to millions of hourly job seekers, send personality assessments with the click of a button, and see “fit scores” that automatically predict an applicant’s likelihood of success. The list goes on! 

Schedule a demo today to see how Sprockets can help you hire applicants who are the precise fit for your needs and improve employee retention.

Two restaurant workers and text reading "Earn More Work Opportunity Tax Credits With Less Effort"

Earn More Work Opportunity Tax Credits With Less Effort

Earn More Work Opportunity Tax Credits With Less Effort 1016 528 Sprockets

Sprockets can help you earn up to $9,600 in tax credits per eligible new hire! Our platform not only reveals which applicants will perform like your top employees, but it also reveals those who qualify for Work Opportunity Tax Credits. You’ll improve your bottom line, provide jobs to individuals who might otherwise face bias, and increase employee retention! You even have access to a dedicated tax expert who can help maximize your credits and handle the paperwork.

Discover Which Applicants Are Eligible for Work Opportunity Tax Credits

The Sprockets platform makes it easy to view each applicant’s eligibility and the value of the tax credits received for hiring them. You could receive between $2,400 to $9,600 for each eligible person you hire, depending on their WOTC Target Group, such as SNAP Recipients, TANF Recipients, Supplemental Security Income Recipients, and Unemployed Veterans.

See Who Will Perform Like Your Best Employees

Our AI-powered software also displays which applicants will be excellent additions to your team. The process begins by creating a unique success profile based on the characteristics of your current top-performing employees and scores each incoming applicant against that benchmark. You’ll see “fit scores” next to WOTC eligibility in the dashboard, allowing you to hire the ideal applicants who will both succeed and provide tax credits.

Let Our Experts Take Care of the Details

As an added bonus, you have access to a dedicated WOTC tax expert to help you every step of the way. The expert will evaluate your new-hire process, send the WOTC questionnaire to applicants, set up the paperwork, give you completed IRS forms for easy filing, and answer any questions you may have. With all the time you save, you’ll be able to focus on the day-to-day operations of your business rather than dealing with the tedious tax process.

Start Maximizing Your WOTC Incentive Today

A screen showing applicants who are eligible for Work Opportunity Tax CreditsIf you’re not already taking advantage of this program, now’s the time! Sprockets offers seamless integration with WOTC and our AI-powered Applicant Matching System. Schedule a demo today to see how our platform reveals WOTC eligibility, predicts success with pinpoint precision, and improves overall employee retention. We can’t wait to help you hire the ideal applicants and earn Work Opportunity Tax Credits!

People in an interview with text reading "4 Myths About Attracting and Retaining High-Quality Talent"

4 Myths About Attracting and Retaining High-Quality Talent

4 Myths About Attracting and Retaining High-Quality Talent 1016 528 Sprockets

Are you struggling to find and retain quality candidates for your franchise? It could be because you are still hanging onto some outdated hiring myths and not utilizing digital hiring solutions.

In the same way that outdated technology affects your productivity and efficiency, stagnant recruitment practices affect the quality of applicants you attract. These outdated practices also increase your staff turnover rate. Here are four myths you need to forget in order to attract and retain quality talent.

1. The Best Talent Must Have Years of Experience

Many recruiters insist on hiring experienced candidates over those with high potential but limited industry experience. Skilled workers may be hard to retain since your competitors may also be interested in hiring them. Here are some reasons why you should consider hiring quality workers with minimal industry experience:

Inexperienced Workers Are Moldable

Inexperienced workers can be molded and trained more easily since they have not yet developed their own work habits. In a highly unpredictable business environment, new talent may respond to change more positively and adapt quickly. They may also be more willing to seek new solutions, embrace new opportunities, and multi-task.

They Have More Potential for Growth

You can identify staffing gaps in your business and train new hires to fit in that role. You may be surprised how loyal unexplored talent can be if they see the potential for growth in their job.

They Are Passionate

Unlike experienced workers who might feel there is nothing new to learn, new talent typically has an appetite for knowledge. Newer hires that integrate well with the team and believe in the product and service will also want to stay longer to gain more insights into the position.

2. A Resume Says Everything About a Candidate

There are soft skills that you cannot read on a resume. For instance, a resume will not demonstrate an applicants’ interpersonal or communication skills or his or her level of respect and confidence.

During the pre-screening process, you can learn a lot about a candidate and his or her personality by asking the right questions such as what do you least like about your job and why, how do you like to be managed, and what type of work do you enjoy doing the most. Most of the time, such information about a candidate’s character can’t be uncovered by only viewing a CV/resume. Therefore, it’s important that hiring managers avoid basing their judgment solely on a candidate’s CV/resume.

3. Hiring Managers Know How to Hire

You could be missing the right talent because your hiring managers are relying on their gut feelings and their experiences can make them biased.

Train hiring managers to apply the best practices in hiring to achieve objective results. It is important to equip your hiring managers with practical interviewing skills which can help attract higher-quality candidates.

4. You Should Only Recruit When You Have an Opening

If you only post job advertisements for open positions, you could be missing out on great applicants. One of the digital recruitment trends is to stockpile great talents even if you have no open jobs at the moment.

Once you find a quality candidate interested in working for you, hire them and create the position. These talents are in high demand, and you may not find a hire when you need one.

Effective Digital Recruitment

Digital recruitment can make hiring easy, inexpensive, and fast. Here are some digital recruitment strategies you can use to make hiring more effective, affordable, and efficient:

Use Pre-Employment Assessments

A candidate’s CV and cover letter say a lot about the applicant but not everything. To assess the candidate further, send them a pre-employment assessment test. Sprockets’ pre-employment test identifies applicants with similar personality traits as your top performers to ensure only smart hiring decisions are made.

Consider High Potential Candidates Have Some Shortcomings

A high-quality candidate may be a person living with disabilities or may come late for the interview. Give such candidates a chance, and they may surprise you as quality hires.

Prepare to Train-on-the-Job

Rather than spend time waiting for the perfect candidate, hire the one with related skills and train them on the job. This will help speed up the digital recruitment process.

Use Technology to Assess Candidate Suitability

Someone on a laptop screening high quality candidatesSprockets’ sophisticated software helps you build a harmonious workplace where quality talent longs to work. Our AI-powered platform augments your sourcing and screening efforts to ensure you always hire applicants who are the precise fit for your needs. You’ll save time, increase retention, and improve company culture.

Contact us now and let us help you identify quality hires with the ideal characteristics so that you can hire more effectively.

A woman on the phone with text reading "Maintain Healthy Staffing Levels With a Virtual Recruiter"

Maintain Healthy Staffing Levels With a Virtual Recruiter From Sprockets

Maintain Healthy Staffing Levels With a Virtual Recruiter From Sprockets 1016 528 Sprockets

Despite the high rate of turnover in the QSR industry, GMs are afforded little time for hiring crew members who are the precise fit for their needs. Luckily, a Sprockets Virtual Recruiter can quickly stabilize staffing levels and take pressure off of managers so they can focus on the daily operations of their business. A member of our team will recruit hourly workers, contact potential hires, re-engage past applicants, and improve employee retention. You’ll never miss out on a high-quality hire again!

Increase Applicant Flow

Your Virtual Recruiter makes it easy to post jobs on Google, Facebook, ZipRecruiter, and Snagajob, the largest marketplace for hourly work, for free. Plus, they’ll routinely re-engage previous applicants to capture their potential interest again. So, you always have a healthy flow of applicants to choose from whenever an employment opportunity opens up at your location. That means less time and money lost due to turnover. It’s a win-win for applicants and employers alike.

A phone with a pop-up that reads "Ideal Applicant Found"Reduce Applicant Response Time

You never have to worry about constantly checking job sites or reviewing resumes again. Your Virtual Recruiter will monitor submissions, evaluate applicants, and immediately alert you whenever they identify someone who would be a good fit for your team. GMs can focus on important day-to-day operations and schedule interviews with the click of a button to keep applicants engaged and interested in the position at your company.

Improve Employee Retention

Best of all, our AI-powered platform is proven to improve employee retention by an average of 43%. The Sprockets software creates a unique success profile for your individual location based on the mental makeup of your top employees. It then uses that as a benchmark to find future applicants with similar characteristics. 

Job seekers simply fill out a brief, three-question survey when they apply, and you see their “fit scores” in your Sprockets dashboard along with the automatic alert. It empowers you to hire the ideal applicants every time, ultimately reducing costly turnover.

Get Your Virtual Recruiter Today

What was once too good to be true is now a reality. You can get a dedicated member of our team to drastically increase applicant flow, reduce response time, and improve employee retention while you and your GMs focus on other aspects of the business. Schedule a brief demo today and see how a Sprockets Virtual Recruiter can help maintain healthy staffing levels for your business.

A team of employees with text reading "The Best Ways to Reduce Employee Turnover"

The Best Ways to Reduce Employee Turnover

The Best Ways to Reduce Employee Turnover 1016 528 Sprockets

Employee turnover results in significant costs to businesses, including anything from a severance package to the time spent hiring and training the new employee. Therefore, any reduction in turnover will greatly improve your long-term financial situation and success, no matter what industry you’re in. While there’s no perfect “fix” to completely eliminate the inevitability of turnover, we created a list with some of the best ways to reduce employee turnover. Take a look and start improving your retention!

9 of the Best Ways to Reduce Costly Employee Turnover

Hire Applicants Who Are a Good Fit

You can reduce employee turnover by starting at the beginning and analyzing your hiring process. People who are a good fit for your team and workplace culture are more likely to succeed and stay long-term. They’ll be happy and productive as part of your team. On the other hand, employees who don’t fit in well will not like working at your company and ultimately leave for another opportunity. Their low morale can also be contagious. While skills are important, the best hire could be an applicant with no industry experience but fits in well.

Quickly Fire People Who Don’t Fit

If you happen to hire someone who doesn’t fit well at the company and doesn’t meet expectations, it’s important to let them go early. A poor performer can be a drag on morale, slow down work processes, and negatively affect other team members. Avoid this from significantly impacting your business by quickly hiring someone else who will be a better fit.

Keep Wages and Benefits Current

It’s common and perfectly understandable for people to think about their income and benefits packages compared to what they could get at other companies. This is especially true in the digital age, with websites such as Glassdoor and Indeed facilitating comparisons. If your compensation isn’t adequate, your employees might quit and pursue positions with your competitors.

Recognize and Reward Employees

Work is often difficult and stressful. By recognizing outstanding employees and rewarding them, you increase morale and encourage a culture of meritocracy. The prizes do not have to be significant. A pair of movie tickets is sometimes enough. Also, a small trophy can mean a lot. It’s the thought and recognition that truly counts.

Offer Work Flexibility

With the health pandemic, many workers have experienced work flexibility for the first time. They will likely want to keep these new arrangements. Working from home is a huge benefit for employees. There’s no commute, which saves a considerable amount of time and gas. They can also provide childcare to their kids.

If properly implemented, many positions can be done remotely. And, even if one can’t be 100% remote, you could have occasional work-from-home days or offer flexible working hours. Your employees will be very grateful if you do your best in having workplace flexibility. 

Promote Employee Engagement

Employee engagement and well-being can affect things in the workplace, like productivity and worker absenteeism. If morale is low, there are a multitude of things you can do. Try setting up a morale committee to come up with ideas. What can be implemented will vary from company to company. Hosting events like ice cream socials and pizza parties are inexpensive yet effective ways to show employees you appreciate them. Plus, it promotes communication and team-building among crew members.

Offer Career Development Opportunities

No one wants to be stagnant in their career. This is especially true for top performers who prioritize constant improvement. Perhaps some long-time employees should look into lateral moves. No matter the task, doing the same thing for years will eventually get old. By trying something new, they keep work fresh.

One of the most basic ways to drive employee development is to conduct monthly, quarterly, or annual reviews. Also, if your budget allows it, look into offering formal education opportunities or tuition reimbursement. Mentorship can also be a great growth opportunity. This pairs a seasoned executive with a junior employee. Both can benefit from the experience. Best of all, this program does not have to cost you a dime.

Conduct Quality Exit Interviews

Your human resources employee should be well trained in giving exit interviews. Hopefully, they’ll be able to identify why the employee is leaving. This interview can be an excellent source of information on why people leave your company. For example, if many people are leaving because of low income, then you know you should probably increase salaries.

Add Sprockets to Your Hiring Process

A woman showing a laptop screen of the Sprockets hiring platformLast but not least, one of the best ways to reduce employee turnover is to hire the ideal applicants with Sprockets’ AI-powered hiring solution. Our platform creates a success profile based on your current top-performing employees and automatically assigns a “fit score” to applicants with sophisticated personality assessments. It ensures you hire the right fit for your team — every time.

A happy man on a computer and text reading "Post Jobs for Free on the Largest Marketplace for Hourly Workers"

Post Jobs for Free on the Largest Marketplace for Hourly Workers

Post Jobs for Free on the Largest Marketplace for Hourly Workers 1016 528 Sprockets

Sprockets users can now enjoy free job posting on Google, Facebook, ZipRecruiter, and Snagajob, the country’s largest platform for hourly work! Avoid the fees that job sites typically charge while still attracting top talent for your team. You’ll spend less time and money on the hiring process, allowing you to focus more on the daily operations of your business.

Reach 6 Million Monthly Job Seekers

Simply create the job listings within your Sprockets dashboard and push it live to millions of job seekers on Google, Facebook, ZipRecruiter, and Snagajob with the click of a button. You don’t need to worry about creating separate accounts or paying any additional fees. It’s a quick, convenient way to advertise your employment opportunities to qualified applicants.

Improve Retention by 43%

The applicants will automatically appear in your Sprockets dashboard along with their respective fit scores, predicting who will perform like your best employees. You’ll instantly be able to identify who is worth interviewing and will contribute to the success of your business. Users report a 43% improvement in 90-day employee retention, on average!

Join the List of Satisfied Customers

We know Sprockets’ AI-powered software is the solution for your hiring needs, but you don’t need to take our word for it. There are numerous happy customers who love to share their thoughts on Sprockets. Here’s what one user had to say:

“Sprockets has allowed us to focus on the people who have the right characteristics, the right personality, [and] the right traits, and we don’t waste as much time on those that aren’t qualified anymore.”

– Ken Cope

Home Instead Franchise Owner

Start Posting Job for Free Through Sprockets

The Sprockets and Snagajob platformsDon’t wait any longer to improve your hiring process and reduce costly employee turnover. Our team is ready to set you up for success with the Sprockets platform, empowering you to reach millions of job seekers for free and build the best team for your business. Schedule a brief demo today to get started!

Someone packing up their desk with text reading "How to Identify the Warning Signs of Employee Turnover"

How to Identify the Warning Signs of Employee Turnover

How to Identify the Warning Signs of Employee Turnover 1016 528 Sprockets

Employee turnover remains one of the most significant issues that businesses experience, especially in the restaurant and home health care industries. Turnover drains a company’s budget and time and affects overall productivity, but it can be difficult to manage.

Although there might not be a perfect solution that completely eliminates turnover, you can begin to combat the issue by learning to recognize certain red flags. Identifying the warning signs of employee turnover is essential to avoid staffing issues and ensure your business runs smoothly. It can also help you notice problems in the workplace and fix them, ultimately improving overall retention.

4 Common Warning Signs of Employee Turnover

1. Changes in Work Routines

When employees begin to miss deadlines or submit sub-par work, it may be an indication that they have started to check out. Each of us has a bad day from time to time, so you should address this issue with sensitivity to gauge the cause effectively. However, you should note apathy about missed deadlines and errors.

2. Absenteeism and Tardiness

When employees who are always punctual and never miss work start reporting to work late, leaving early, or asking for several sick days unexpectedly, something might be wrong. They could be modifying their schedule to meet with prospective employers or undergoing significant personal issues that could affect their mood. Either way, you should talk to them to understand punctuality changes and try to work with them to improve their situation in the workplace.

3. Change in Attitude 

If a team member who rarely complains starts to say negative things about their work or seems disgruntled, it could be an early sign of turnover. Their poor attitude and comments could also begin to negatively impact the rest of the team, ultimately reducing productivity and company culture.

4. Low Engagement

When friendly and talkative employees suddenly stop engaging with other workers, it could be another red flag. Breaking routines and leaving acquaintances and friends is one of the hardest parts people experience when leaving a company. Therefore, when you notice that employees have begun to pull away and remain quiet, they might be preparing to leave.

Reduce Costly Employee Turnover With Sprockets

A woman showing a laptop screen of the Sprockets hiring platformAnother major step toward improving retention is to implement Sprockets’ AI-powered solution to your hiring process. Our sophisticated software creates a unique success profile based on the mental makeup analysis of your current top-performing employees and gives applicants a “fit score” based on this benchmark. You’ll instantly see which applicants are worth interviewing, will succeed, mesh well with the team, and contribute to your company’s success.

A tired woman and text reading "The Top Reasons Why Employees Leave a Company"

The Top Reasons Why Employees Leave a Company

The Top Reasons Why Employees Leave a Company 1016 528 Sprockets

One of the best steps toward reducing employee turnover is to understand precisely what causes it. Some businesses, especially franchises in the QSR and home health care industries, experience particularly high turnover rates. The factors can vary, but we created a quick list of common reasons why employees leave their companies to help you improve retention.

6 Reasons Why Employees Leave Companies

You might think that low income is one of the leading causes of employee turnover. However, research has revealed that only 12% of workers quit their jobs because of money. Here are some of the top reasons why employees leave their companies:

1. Lack of Flexible Work Arrangements

Today, most employees want more flexible schedules. They no longer search for a typical 9:00 to 5:00 job, which requires them to stay in the office daily. They often choose to work for an organization that allows them to work remotely at least once per week. Our increasingly digital work environment gives us many reasons why we should enable our employees to work remotely.

If a company starts to offer a more lenient schedule, applicants might choose it over competitors. About 37% of workers would leave their companies for another organization that allows them to work remotely. Correspondingly, 82% would become more loyal to their employers if given a more flexible work schedule.

2. Lack of Appreciation

An employer’s failure to appreciate their workers is one of the significant causes of employee turnover. Employees want their performance noticed, especially when they put in extra effort or work additional hours. However, many employees feel undervalued or underappreciated, and 66% say they would leave their job due to lack of appreciation.

This number is high in millennial workers, as eight out of ten say they would quit their jobs if their present organizations do not appreciate them. A simple “great job” or “thank you” can help employees understand that managers value their efforts and contribute to improved retention.

3. Lack of Progress

Employees understand progression in different ways. For example, some may feel that they want a promotion or salary increase to progress, while others may define progress as acquiring new skills. It does not matter what they would like to work on, who they work with, or how the organization compensates them. When managers fail to give employees room to grow, they get tempted to search for new opportunities and leave companies. Employers should create career and educational advancement opportunities for staff.

4. Poor Workplace Culture

Overall workplace culture also determines employees’ length of stay. Corporate culture begins at the top, and it is one of the essential elements that contribute to employee retention. Although companies have different cultures, always ensure it gives employees a sense of belonging.

Workers appreciate an environment with transparent communication, clear direction, and respectable and approachable managers. An unwelcoming organizational culture is one of the top reasons for employee turnover. 47% of individuals who actively look for new jobs do so due to bad corporate culture.

5. Excessive Workload

Although employers might want to reward high achievers with more tasks, they must be careful when doing so. When employees get overwhelmed with their job’s demands, they tend to leave for other organizations that provide more manageable workloads. Managers should ensure that their teams have manageable workloads. If you increase an employee’s list of responsibilities, pair it with a promotion, salary increase, or other noticeable benefits.

6. Changes in Personal Life

A change in personal life is one of the reasons employees leave a company, but it’s one that it’s difficult to avoid as a manager. For example, a worker may relocate to a new country for themselves or family members. Additionally, changes in their health can cause an employee to quit their job or look for a more accommodating position. While you do not have control over changes in employees’ personal lives, you can always support them in the workplace and through any major transitions.

Reduce Employee Turnover With Our AI-Powered Solution

A woman on a laptop hiring applicants with no industry experienceAlthough employees quit their jobs for various reasons, paying close attention to these factors can potentially help retain your best talent. And, when crew members inevitably leave, Sprockets makes it easy to find new workers that perform like your best employees.

Our sophisticated hiring solution combines artificial intelligence, natural language processing, and over 80 years of psychological research to predicts an applicant’s likelihood to succeed and stay long-term. Building the best team, and saving time and money, is as simple as adding our brief survey to your recruiting process. Sprockets even has an easy-to-use platform and integrates with other major hiring tools!

A woman with a headset and text reading "Maintaining Morale in the Workplace After Employees Leave"

Here’s How to Maintain Morale in the Workplace After Employees Leave

Here’s How to Maintain Morale in the Workplace After Employees Leave 1016 528 Sprockets

It’s inevitable for employees to leave workplaces, whether it’s for them to pursue another opportunity or their manager decided to let them go. However, when influential employees leave, the remaining team members may get frustrated about the situation or worry about their own position. These negative emotions might lead to low morale and reduced productivity. Leaders must then apply their skills to rejuvenate the workplace culture and positive atmosphere.

8 Ways to Boost Morale and Motivation in the Workplace

If you’re a manager, especially in the QSR or home health care industries, you likely deal with a high rate of employee turnover. Therefore, it’s crucial to know how to rebuild team morale after an employee — or several — employees leave, whether voluntarily or involuntarily.

Here are some strategies to maintain morale in the workplace after employees leave:

1. Re-Affirm the Team’s Vision and Goals

When employees leave their workplace, some rumbling in the workplace might occur as the remaining workforce might wonder about the future of the business. The remaining labor force needs reassurance that the company will still meet its long-term goals and be successful. Remind the team about the company’s vision and the significant roles they all play in that.

2. Be Open and Transparent

If you decide to let employees go, the remaining team members might wonder why you came to such a decision. In most situations, it is alright to provide an explanation and invite any questions or concerns your employees might have. This can put them at ease about their job security and workplace environment. 

(When informing the team about the reasons for termination, ensure that the engagement is a one-on-one meeting with open-ended questions. However, you might not be able to share all the contract’s termination details due to legal requirements in the state.)

3. Praise Employees for Their Contributions

The remaining team needs to be made feel appreciated for their contributions toward meeting the company’s short-term and long-term goals. As you commend their work, you need to put it appropriately for them to see the sincerity in the appreciation. Some people give their best in every team, and they need recognition through awards or recognition. Such credit will create a humane picture in the remaining employees’ minds, and they will remain focused on meeting the company’s goals.

4. Treat Laid-Off Employees With Respect and Dignity

If you have to terminate an employee for any reason, make sure you follow the due process and do so respectfully. If you handle a firing or layoff poorly, the ill-treatment will only create resentment within the remaining labor force. The remaining labor force will be less disgruntled if their former colleagues get treatment full of respect and dignity even as they leave.

5. Lighten Workers’ Mood

Buying free lunch or morning coffee for the remaining staff may improve the workplace’s mood. The company may also opt to take the workers for a trip or a social outing. During the event, the management should freely interact with the remaining employees. It might be a good opportunity to communicate why the decision was necessary and the next step the team will take to reach their goals together.

6. Emphasize Work-Life Balance

Management should create time for the employees to enjoy their social life with their families to increase their morale and prevent burnout. The administration can promote work-life balance by coming up with flexible schedules and remote working opportunities. Management should also avoid engaging workers while they are outside the workplace.

7. Organize Team-Building Activities

One of the most common ways to create a positive relationship between managers and their teams is to schedule team-building activities. Team-building creates collaborative cultures among teams, which is necessary after a significant layoff at work. If you are looking towards maintaining morale in the workplace after employees leave, a team-building initiative is one of the approaches to adopt.

8. Address the Workload Burden

Whenever workers leave, there is an unallocated workload that will have to be shared by the remaining staff if there is no immediate replacement. Adding extra work could cause resentment. If you are firing some employees, consider having them replaced as soon as possible. If the workload is to be re-distributed to the remaining workforce, consider informing them positively. You might want to consider even adding something to their paycheck.

Improve Retention and Team Morale With Sprockets

Two happy employees in a kitchenOne of the best ways to avoid the reduced morale associated with employee turnover is to hire the right applicants in the first place. Sprockets’ AI-powered solution predicts an applicant’s likelihood to succeed like your current top-performers, fit well with the existing team, and stay long-term. Users experience a 43% improvement in retention, on average!

Schedule a brief demo today to see how it works and start building the ideal team. You’ll save valuable time and money during the recruitment process and see an increase in overall productivity.

An unhappy man and text reading "How Employee Turnover Affects the Customer Experience"

How Employee Turnover Affects the Customer Experience

How Employee Turnover Affects the Customer Experience 1016 528 Sprockets

Business managers and human resource professionals must fully understand the effects of employee turnover. It disrupts scheduling practices, causes productivity slips, hurts company morale, wastes valuable time, and costs money.

However, one of the most significant consequences is the negative impact employee turnover has on customer service. The loss of long-term, top-performing employees means the loss of leadership, institutional knowledge, and rapport with customers. Experienced and seasoned employees, who understand the needs of customers, are in a better position to serve them.

The Effects of Employee Turnover on Customers

They Feel Less Valued

Businesses of all sizes should understand how employee turnover affects the customer experience. Whether it’s greeting them by name or knowing their favorite order, customers feel valued when employees understand them and their preferences. However, they can easily feel undervalued or unappreciated if there are always new employees at your location who lack the information or time to go above and beyond like this.

They Get Impatient

Employee turnover can lead to a loss of efficiency and productivity. New employees need time to understand a company’s business policies and procedures, how to solve problems, and meet expectations. Customer satisfaction depends on fast and friendly customer service, and it can be compromised by errors, repeated questions, or delays.

They Don’t Return

Repeat customers can significantly increase the ROI and reputation of your business. They provide you with consistent income and become loyal supporters, recommending your company to several other potential consumers. However, employee turnover can damage customer loyalty and even prevent people from becoming repeat visitors. A customer who receives poor service due to negative workplace culture or overloaded employees resulted from turnover might never come back to your store after an initial purchase.

How to Improve Retention and Customer Satisfaction

A waiter providing good customer serviceIt’s crucial to hire the ideal applicants to mitigate the negative effects of employee turnover. Many successful businesses use pre-employment assessments to screen applicants and make the right hiring decisions.

That’s where Sprockets comes into the equation. Our AI-powered hiring solution predicts an applicant’s likelihood to succeed and stay long-term based on the success profile of your current top-performing employees. Numerous franchisees across a variety of industries have reduced costly turnover with Sprockets. You could be next!