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Stressed female worker rests on top of a pile of papers next to a clock. The headline below reads "How the Power of Technology Can Improve Work-Life Balance"

How the Power of Technology Can Improve Work-Life Balance

How the Power of Technology Can Improve Work-Life Balance 1016 528 Sprockets

If you had extra time in your day, how would you spend it? Would you attend your child’s dance recital? Go out to dinner with your significant other? Binge your favorite TV series? Or maybe even hit the gym? The possibilities are endless, especially for Sprockets users, who spend 37% less time on the hiring process.

Read on to learn how technology — like Sprockets — can help improve work-life balance so you can enjoy both mundane and milestone moments without having to stress over work-related tasks.

 

What is Work-Life Balance? 

Work-life balance is the equilibrium of one’s job and personal life. While the exact ratio might not be the same for everyone, the goal is to have a healthy balance of both priorities. The importance of work-life balance is crucial to one’s health and overall well-being.

Benefits of Work-Life Balance

A healthy work-life balance offers several benefits in and out of the workplace. Businesses whose employees have a positive work-life balance see the following results:

  • Higher Productivity: Studies show that employees with a work-life balance are 21% more productive than people with a poor work-life balance. They are able to come to work with an open, well-rested mind.
  • Less Burnout: 77% of working full-time Americans have experienced burnout, according to a work-life balance survey. Symptoms of burnout include fatigue, stress, and a decrease in employee performance. Luckily, a positive work-life balance can significantly reduce and even prevent burnout from happening in the first place. 
  • Better Culture: A healthy work-life balance leads to happier employees. They are energized and excited about coming to work. An improved work-life balance also means employees have time to socialize with one another, therefore building teamwork and trust.
  • Less Stress: Employees who work in a happier environment and are not experiencing burnout are significantly less stressed. Achieving work-life balance means more time to practice self-care, exercise, and fuel your body with the proper nutrients

How Does Technology Affect Work-Life Balance?

Achieving a positive work-life balance can be challenging, especially when adjusting to a new job. According to a recent survey, 38% of workers say they missed out on an important life event due to poor work-life balance. Statistics also say that 48% of Americans also define themselves as workaholics — they are unable to stop worrying about their job. 

The role of technology in work-life balance is to make tasks more efficient for employees so they can effectively accomplish their goals. Technology reduces their need to work overtime, and as a result, improves work-life balance. For example, Buffalo Wild Wings recently launched a robotic chicken wing fryer called “Flippy Wings” at high-volume locations. The solution empowers restaurants to “redeploy team members to more guest-facing functions, improving the guest experience.” So far, results show that food production has increased 10 to 20% with the robotic fryer, and team members are now able to focus on other daily operations. 

The Power of Artificial Intelligence (AI) 

Artificial intelligence is helping employees in many industries improve work-life balance. This modern day technology uses natural language processing to help employees perform tasks more efficiently. For example, Sprockets’ AI-powered platform reveals which applicants will perform like your best employees, ultimately saving hiring managers valuable resources so they turn their attention towards daily operations.

 

A man looking at his empty wallet with text reading, "The Importance of Investing in Your Employees' Financial Wellness"

The Importance of Investing in Your Employees’ Financial Wellness

The Importance of Investing in Your Employees’ Financial Wellness 1016 528 Sprockets

As much as you’d like your employees to leave personal issues at home and give 110% in the workplace, it’s easier said than done. This request becomes even more unrealistic when the two are linked, like problems with employee financial wellness. Employers who wish to improve their company culture, morale, and productivity must address these types of issues. And, it’s not as simple as telling workers to forget their worries. Discover the real, quantifiable effects of financial stress on employees and help ease concerns with the strategies below.

How Financial Wellness Affects Employees

Someone’s financial situation influences much more than their bank statement. Studies show that monetary issues cause severe stress, anxiety, and depression. It can even weaken your immune system and impair your decision-making. This is especially concerning when you consider that an estimated two-thirds of Americans experience financial stress. Employers must recognize this issue and reduce the negative impact on their employees’ physical and mental health.

How It Impacts Your Business

The COVID-19 pandemic prompted a comprehensive study by PwC that yielded some shocking statistics about employee financial wellness. For instance, 45% of workers dealing with financial challenges reported being distracted in the workplace, and 72% said they would leave their jobs for another company that cared more about their financial well-being. Plus, since the stress weakens their immune systems, it’s more likely for people to get sick and need to take time off unexpectedly. Improving the financial wellness of employees benefits your business by potentially boosting productivity, increasing retention, and avoiding the costs of turnover. It may even help with applicant flow if job seekers see that your company values its workers.

How to Fortify Their Finances

There are various employee financial wellness programs and initiatives that you should consider implementing at your company if you haven’t already done so. One idea is to raise wages for hourly workers like McDonald’s and other fast-food restaurants have done. You can also boost morale and put some extra money in people’s pockets when they need it most by giving workers holiday bonuses. Additional employee benefits can include financial education, access to financial advisors, and even tuition reimbursement. 

Discover More Employee Retention Strategies

The Franchisees' guide to Employee TurnoverThere are several reasons why financial wellness is a must-have employee benefit, including the positive impact it can have on retention. That means less time and money spent on the hiring process. If you’d like to learn more ways to improve employee retention, then make sure you check out The Franchisees’ Guide to Employee Turnover! You’ll discover the hidden effects of turnover, common causes, and proven strategies to conquer this costly problem.

Restaurant workers with text reading, "Why You Need to Create Career Pathways for Hourly Workers"

3 Reasons Why You Need to Create Career Pathways for Hourly Workers

3 Reasons Why You Need to Create Career Pathways for Hourly Workers 1016 528 Sprockets

It might seem impossible to attract and retain high-quality hourly workers, but there are a few proven solutions you can implement to quickly stabilize staffing levels. In addition to using Sprockets’ Applicant Matching System to boost retention by 43%, we recommend creating career pathways for your employees.

While many business owners and operators have raised wages to attract job seekers, that’s only a piece of the puzzle. It has increased applicant flow in some cases, but it’s a short-term solution. Workers who aren’t engaged or don’t feel a sense of loyalty to your business are likely to leave once a competitor offers an even higher wage. Consider providing employee growth opportunities so workers see their role as less of a job and more of a long-term career.

The Importance of Creating Career Pathways for Employees

1. It Helps Attract Applicants

A company’s culture and core values can significantly influence a job seeker’s decision to apply for a position. When you promote the fact that hourly employees have access to career growth plans, it shows people that you value their individual success and well-being. Be sure to include this in your job postings, company website, and even social media profiles.

2. It Can Boost Retention

A study conducted by WorldatWork revealed that employers who do not invest in training and developing employees will ultimately lose them to competitors. So, you can either deal with costly turnover or boost productivity and engagement by offering career growth opportunities. The return on investment makes it incredibly worthwhile to simply outline career pathways and conduct a little extra training.

3. It Reduces Hiring Costs

The savings don’t stop with retention. It’s much more cost-effective to hire from within, and these loyal employees already know the ins and outs of the business. External hires actually tend to score worse on performance reviews and are 61% more likely to get fired despite having more industry experience. Save money by saving your current employees!

Tips for How to Create a Career Pathway Plan

Be Transparent

You don’t want to be that employer who makes empty promises. Clearly define the roles and steps to climb the ladder so you can accurately discuss the process with potential hires. And, if you can’t offer career growth opportunities, let them know. It’s better to be transparent than deal with disgruntled employees and negative reviews on job sites. 

Discuss the Employee’s Goals

These development opportunities and training programs should be mutually beneficial for both employers and employees. That’s why it’s crucial to meet with workers, particularly in a one-on-one setting, to talk about where they see themselves at the company. Have an open conversation and work together on a plan to help them achieve their goals.

Set up SMART Objectives

The career development plan that you create should include SMART objectives (Specific, Measurable, Achievable, Relevant, and Time-Bound). This ensures there’s no confusion about what the employee needs to accomplish to reach their ideal position with the company. It also keeps a record of what you’ve discussed, sets realistic expectations, and makes it easy to track progress.

Predict Applicant Success — Before the Interview

The Sprockets platformCreating career pathways can be a complete waste of time if you don’t hire the right applicants. Some job seekers are simply looking for a quick paycheck and will leave within a few months no matter what incentives you set up for them. Luckily, Sprockets’ AI-powered solution identifies which applicants will succeed and stay long-term. 

Sprockets eliminates wasted interview time, reduces costly turnover, and enables you to focus on daily operations. It’s proven to work and trusted by numerous businesses, like a Bojangles franchise group that achieved 95% employee retention in 90 days during the peak of the labor crisis!

See how Sprockets works and get all your questions answered with a free 15-minute demo!

person putting a bow on a holiday tree with text reading "6 Ways to Show Employee Appreciation: Gifts and Giving Around the Holidays"

6 Ways to Show Employee Appreciation: Gifts and Giving Around the Holidays

6 Ways to Show Employee Appreciation: Gifts and Giving Around the Holidays 1016 528 Sprockets

You don’t have to wait until National Employee Appreciation Day to show your employees you appreciate their hard work and commitment. It’s crucial your hourly workers feel valued, especially during challenging times. And, the holiday season is the perfect time to implement lasting initiatives. Keep on reading to discover creative employee appreciation ideas that you can easily personalize for your team. 

Build stronger teams with Sprockets! Our AI-powered solution reveals which potential hires share similar characteristics with your current top-performing employees, ultimately empowering you to predict applicant success.

 

 

The Importance of Employee Appreciation

Studies show that employee appreciation impacts retention. Employees that feel valued and appreciated are more likely to stay at a job longer than those who are not. 40% of employees say they would be motivated to put more effort into their work if they were recognized more often. Individuals who are willing to go the extra mile for their employer can boost productivity and contribute to a reduction in costly turnover. 

How to Show Appreciation to Employees

  1. Individual Recognition: A free, yet effective way to show employee appreciation is praising individuals in front of their peers. Recognizing your employees for even the smallest details helps boost their sense of value and keeps them engaged.
  2. Team Meal: There’s so much room for creativity here! Transform your break room into a holiday wonderland and put together a special meal for your team. Whether you choose to order out or whip up something yourself, the food will make your employees feel appreciated. Plus, the meaningful conversations and quality time spent together are added bonuses!
  3. Holiday Cookie Decorating Contest: It only takes a few dozen sugar cookies and colorful sprinkles to get the competition rolling. Shower the winner with a local gift card, gift of your choosing, or the simple satisfaction of being the holiday decorating master.
  4. Employee Appreciation Messages: If you love expressing your thoughts in writing, then this is the perfect idea for you! Make (or buy) thank you cards and write a personalized note to each employee. Handwritten cards are especially meaningful because the recipients know you took time out of your day to make them happy.
  5. Holiday Bonuses: Running a business can be extremely time-consuming. Luckily, there’s no need to spend hours upon hours searching for the perfect gifts. Instead, reward your employees for their hard work with a holiday bonus! This season can be a stressful time for hourly workers in any industry. People are shopping for presents, upgrading their homes, gathering the right decorations, and ordering out to avoid cooking before the holiday festivities. 
  6. Paid Holiday Leave: Who doesn’t love time off to enjoy the company of friends and family? While you may not be able to give each of your employees an entire week off, an extra day or two of PTO will likely make your hourly workers feel valued. Plus, the extra time off helps prevent burnout and improves work-life balance! 

Bonus Idea: Share the Power of Sprockets

Gift yourself (and your hourly workers) the dream team with Sprockets’ hiring software! Enjoy being on a friendly, cohesive team with coworkers who will seem like family. Our Applicant Matching System reveals which potential hires will perform like your best employees. Sprockets traffic light scoring system easily reveals which applicants will succeed and stay long-term. 

 

A man cleaning tables at a restaurant and text reading, "How to Manage an Underperforming Employee"

How to Manage an Underperforming Employee: The Easy Way

How to Manage an Underperforming Employee: The Easy Way 1016 528 Sprockets

As a business owner or operator, you are bound to face underperforming employees at one point or another. Either they are not providing the output required by their position, or there is a significant decrease in the quality of their work. But, while underperformance might be considered natural with the ebb and flow of a business, it can affect other workers if not handled quickly, ultimately undermining the performance of your whole organization.

There are a number of proven strategies for managing underperforming employees. Having a formal process will help manage this without the risk of breaching any employment contract or registration. Let’s take a look at how you can accomplish this.

Characteristics of an Underperforming Employee

Your first move should be to identify the underperforming employee.

An underperforming employee is typically one who:

  •         Consistently fails to meet deadlines
  •         Has a poor record of quality in their work
  •         Displays laziness when it comes to task execution
  •         Provides poor customer service

Therefore, take a look at your team members and ask yourself which ones exhibit the above traits. You can do this by merely observing them or using information from their performance reports.

How Do You Inspire an Underperforming Employee?

Now that you’ve discovered who the “weak links” are, your next move is to help them get back on track, right? Well, it is important to first understand the cause of the underperformance. You can then come up with an appropriate plan of action.

What Is Causing the Underperformance?

In some cases, you’ll find the reason behind the underperformance is beyond the employee’s control. For instance, the employee might not be performing simply because they don’t fully understand what is expected of them or they lack sufficient training.

Start by asking the following questions:

  •         Does the employee have the essential skills needed for the job?
  •         Does the employee fully know what is expected for their role?
  •         Did the company give the employee enough training before starting the job?
  •         Is it possible that their workload is too high?
  •         Could the employee be facing personal issues that hinder them from doing their job?
  •         Is there effective communication between the employee and management?
  •         Is there a motivation issue, like the employee wanting recognition or a promotion?

Most of these cases can be solved with a bit of training or improvement in communication. As an employer, it is your duty to ensure that the employees have all the tools necessary to accomplish the task at hand.

Tips for Managing Underperforming Employees

Here are a few steps you can take to handle the underperformance issues:

1. Active Listening

The only way you can identify what is really causing the underperformance is by actively listening to the employee. For best results, you want to use a friendly, informal approach. Employees feel motivated when they know that management is keen to listen to them without bias.

Start by asking how the employee is doing and whether something is bothering them. Remain neutral and empathetic, looking at the situation from their side. You can also involve their line manager or supervisor in the chat. Since they already have a working relationship, it might be easier talking through them. Finally, end the conversation with a note for improvement. Encourage the employee that they are free to voice their concerns whenever they want.

2. Consistent Feedback

Constructive criticism has been proven to encourage employees to perform well while making them feel fulfilled. It helps them know where they are doing well and which areas still need improvement.

The key here is to do it regularly. During the time, make sure you let the employee voice their opinions or concerns.

3. Personalized Training

If you discover that the underperformance is due to insufficient training, your best move would be to offer personalized training while tracking changes in performance. Teaching some underrated skills, such as soft skills in presentation and communication, can go a long way in improving employee morale and performance.

Once you identify where they fall short, focus on addressing those specific weaknesses. This should help solve the problem.

4. Clear Expectations

Ensure that the employee knows the objectives that they are expected to meet so they can actively work towards achieving them. By the end of the chat, they should have a holistic understanding of where they fit in the organization as well as how their contribution impacts the organization.

5. Performance Goals

Next up is to lay out the performance goals together with the employee. The trick is to use techniques like SMART. This means the performance indicators should be Specific, Measurable, Achievable, Relevant, and Timely.

It is crucial that you involve the employee in setting their own goals. This way, they’ll be more committed to achieving the goal.

6. Effective Recruitment

Often, you’ll find underperformance tracing back to the onboarding process.  Either the employee’s skills were not matched to the role assigned when hiring, or they were not clearly told what is expected of them. In this case, you’ll need to restructure your recruitment or onboarding process.

When recruiting, always check that the employee has the required skills. Ultimately, this will result in a quality team of workers.

7. “Silent” Aide

Sometimes, assigning a “silent” aide to the underperforming employee may be the best solution. This can be in the form of an employee who is in the same department that can help mentor them. Just keep in mind that the aide should still be able to execute their own role without distraction.

8. Recognition

The reason for underperformance can also be because the employee gets no incentives or rewards for a job well done. Naturally, the employee feels unappreciated and gradually stops making any effort. You can solve this by setting up a recognition program to keep your employees motivated to do better.

9. Disciplinary Action

It is important to follow up with a second meeting to review their performance. Here is where you go over the previously set goals and give respective feedback. If the employee is still unwilling to improve, then disciplinary action can be taken. This can be through a formal warning or even termination of employment. Of course, this has to follow the guidelines set in the company’s policy. Always keep a written record of the discussions that you have with the employee in case the information is required in the future.

10. Predict Applicant Success With Sprockets

A seasonal employee at a restaurantSometimes the cause of an underperforming employee could be due to them not having the right company fit. If that’s the case for some underperforming employees, let Sprockets AI-powered platform assist in the hiring quality of your future talent. Our applicant matching software is used to find applicants based on the top-performing employees in your company and reduce employee turnover. Improving your hiring process today won’t only save you time, but also save your company money in the long run. Schedule a demo today to learn more!

A restaurant worker and text reading, "What Are the Traits of Engaged Employees?"

What Are the Traits of Engaged Employees?

What Are the Traits of Engaged Employees? 1016 528 Sprockets

Often underrated, engaged employees are one of the greatest assets you can have as a business owner or operator. These select individuals are highly motivated and enthusiastic about what they do. They go the extra mile in making sure their deliverables are met, ultimately translating to better productivity and profits for your organization.

Engaged individuals are also generally more pleasant to be around. They are like a breath of fresh air in the workplace, making it enjoyable and lively for everyone coming to work. It is vital that you learn to identify engaged employees and spot those whose engagement is lacking so you can work out a strategy on how to increase overall productivity. Now, while there are a lot of distinguishable traits that can help identify engaged employees, we will take a look at the ones that actually matter.

What Defines an Engaged Employee?

An engaged employee can best be described as an individual who is highly driven and motivated to do their work well. Engaged employees have a deep emotional commitment to fulfilling their role, helping their team, and achieving company goals. They connect to your organization’s missions and actively work toward making a contribution to its success.

From that definition alone, it is pretty easy to spot an engaged employee. It will be the person who’s always running up and down, doing the most in the organization. You’ll find them following up on ongoing projects, offering suggestions and feedback even without being prompted. All in all, engaged individuals do not shy away from responsibilities. They always do their best to give satisfactory output.

While these traits might seem minor, they can go a long way in keeping your business ahead of the competition.

Characteristics of Highly Engaged Teams and Employees Include

While there are several traits that can be linked to engaged employees, here are the most fundamental traits you’ll spot:

1. Reliable

Engaged employees can always be trusted to deliver on time. Whenever they have a task delegated or assigned to them, they will do it wholeheartedly and see to its completion regardless of the circumstances. They will carry out the task with a positive mindset because they believe their objectives are aligned with those of the organization.

2. Positive

These are the employees that harbor the “can-do” approach to any task assigned to them. They are open to new, challenging assignments and have the emotional capacity to handle them without complaining.

Engaged employees carry with them an aura of positivity, and they are always happy to be at the workplace. You won’t find them quarreling, or making excuses for failed tasks. Basically, they seemingly work toward easing your burden as a manager.

3. Collaborative

These sorts of employees are always happy to assist when needed and are great team players. Since their goals align with those of the organization, they will happily work with others to get the job done, rather than only focus on their own duties.

Collaboration also means actually wanting other colleagues to achieve their goals while helping them get there. Engaged employees are quick to adapt and support each other even without the intervention of their superiors.

Overall, the workplace becomes more pleasant for workers. Productivity also increases since employees are working together instead of competing against each other.

4. Motivated

Whenever a project begins, an engaged employee will be fully committed to seeing it through. These employees show up on time, even working additional hours until their share of work is complete.

Such employees are willing to do difficult tasks without any resentment. They know almost all the processes within the organization, even in different departments.

5. Resilient

In the case of a setback, engaged employees always bounce back quickly. They take setbacks as lessons and learn how to prevent them from recurring.

They are great students of change and are often the ones encouraging their colleagues to keep up and not get disheartened. Ultimately, by fostering such work ethic, your organization and its various departments learn how to better handle downtime.

6. Innovative

These employees do not back down from challenges. They face them head-on and come up with new and creative ways of solving them. This means being able to see beyond the day-to-day tasks and embrace the bigger picture. By doing so, it inspires fresh ideas. An engaged employee will think outside the box and take calculated risks for the sake of improving the organization.

7. Well-Spoken

Effective communication keeps the workflow easy and open throughout the organization. People are able to express their ideas and concerns and ultimately inspire improvements. Engaged employees are able to do this effortlessly. They are not afraid to share their opinions with their peers or higher-level colleagues.

Communication skills also include being a good listener. An engaged employee will take and give constructive feedback and know the exact role they play in the organization. Instead of relying on speculations and assumptions, engaged employees seek clarity in everything they do, leading to efficient operations.

What You Should Do If Your Employees Are Disengaged

While not everybody can be an engaged employee right from the start, that doesn’t mean you give up on them. Some of them just need a little push to get there. Below are some proven ways to improve employee engagement:

1. Mentorship Programs

Mentorship programs are some of the best ways of instilling values or educating a group of individuals. You can start by establishing a program that focuses on improving your employees’ weaknesses and boosting their strengths.

A great way to do this would be having them choose a leader or colleague in the organization who excels where they are weak. This will give them a chance to grow and track their progress.

2. Recognition

Another great way of boosting employee morale is by giving them recognition when they do a good job or achieve a milestone. This will let your employees know they are valued and even increase team participation. You can achieve this via simple things, such as congratulatory emails, bonuses, and mentions in company meetings.

3. Team Building

Employees take comfort knowing that their needs are listened to and that they have the support of the organization behind them. You can do this through team-building and empowerment programs.

Giving your employees a voice in key decisions revolving around their expertise makes them feel important. Team building will make them feel like they belong to the organization and are part of the team. You can come up with simple routines, like outings for lunch-and-learns or delegating other important tasks to other members of the team.

Hire the Best Workers From the Start

Restaurant workers in a team meeting

Finding engaged employees really starts with sourcing the right talent from the beginning. At Sprockets, we believe that it is crucial to find someone who meshes with your team and fits into the company with their attitude, work ethic, and values.

We have developed AI-powered software that makes finding good employees easier than ever. Our applicant matching software does this by analyzing your top talent and identifying the most suitable applicants for your organization. Also, Sprockets allows you to keep open positions in front of the applicants who best fit your organization with our virtual recruiter and sourcing tools. To learn more, feel free to contact one of our platform experts today for a free demo.

Anxious woman sitting with hands against her temples. A teal banner with text below reads: Why Mental Health in the Workplace Matters: What You Need to Know

Why Mental Health in the Workplace Matters: What You Need to Know

Why Mental Health in the Workplace Matters: What You Need to Know 1016 528 Sprockets

It’s easy to get swept up in the numbers, but employers must be able to take a step back and prioritize the well-being of their employees. Mental health is an often-overlooked yet significantly impactful factor in maintaining a happy, healthy, productive team. If you’re feeling anxious, hopeless, or irritable, understand that you are not alone. 1 in 5 adults — approximately 47 million people — struggle with mental health, and those numbers are only increasing. Nearly half of all U.S. workers have been suffering from mental health issues since the beginning of the COVID-19 pandemic. When one’s mental state is unhealthy, it can affect relationships with their family, friends, co-workers, and even customers. Simply put, it’s crucial to promote mental health in the workplace, so read on to learn more and discover ideas for supporting your workforce.  

Mental Health Stigma in the Workplace

Mental health is health. It’s just as important as physical health, and yet, it’s not always taken as seriously as it should be, particularly in the workplace. This can lead to a negative stigma surrounding mental health and well-being. According to Forbes, 62% of workers are afraid to take a mental health day because they’re worried that their employers won’t take them seriously. Many employees also fear that taking a mental health day will make them appear lazy. However, taking a mental health day off is actually one of the best ways to de-stress, relax, and recharge your mind for a more productive workday. 

How to Promote Mental Health and Wellbeing in the Workplace

Studies show there is a clear relationship between job satisfaction and employees’ mental health: “Poor mental health impairs job performance and interpersonal communication… it may have negative effects not only on job satisfaction but also on the safety and quality of services.” 

Additionally, working long hours has a negative effect on mental health and often manifests in severe stress and depression. Unlike physical injuries, you cannot see if a person is hurting on the inside. It’s crucial employers value mental well-being to create a healthy environment. 

Here are a few ways to support mental health in the workplace:

  • Open Discussions 
    • Prioritizing mental well-being is nothing to be ashamed of. As an owner, operator, or manager, start an open discussion with your employees either as a group or during a one on one. Showing that you care about them as a person — not just an employee — will help them feel comfortable taking a mental health day off. 
  • Promote Health Days
    • A traditional “sick day” implies a physical illness, which can create anxiety when an individual needs a mental health day. Instead, some companies have started to promote “health days” to combat this connotation. 
  • Implement Mental Health Awareness Training
    • Understanding the importance of mental health is crucial if you want to create a positive, comfortable company culture. Mental health awareness training for employees, as well as mental health awareness for employers, provides useful tools to manage stress and levels of anxiety and/or depression. In some training, workers learn how to support someone experiencing negative mental health effects. 
  • Offer Access to Mental Health Programs
    • Consider offering your employees access to mental health programs such as an Employee Assistance Program (EAP). An EAP often provides employees with therapy and counseling services at little to no charge. This safe-net can lead to reduced stress and increased productivity in the workplace.

Support Your Employees

Whatever industry you occupy, your employees’ physical and mental well-being play a crucial role in day-to-day success. Mental health in the workplace should not have negative stigma, especially when it comes to your employees. After all, we are only human. Reach out to third parties like Substance Abuse and Mental Health Services Administration (SAMHSA) if you are especially concerned about a team member. 

A happy man on his phone with text reading "Improve Retention With Our New Background Checks Integration"

Improve Retention With Sprockets’ New Background Checks Integration – Powered by ClearChecks

Improve Retention With Sprockets’ New Background Checks Integration – Powered by ClearChecks 1016 528 Sprockets

Hire the ideal team members, reduce employee turnover, and increase productivity by running background checks from directly within the Sprockets platform! This integration with ClearChecks allows you to verify an applicant’s past and predict their likelihood of success in one convenient place. You’ll spend less time and money during the screening process, allowing you to allocate those resources elsewhere.

Save 50% on Background Checks

Sprockets users save an average of 50% on background checks compared to the leading providers. We’re offering this feature at-cost, empowering you to put funds toward other aspects of your business rather than overspending on screening. Take advantage of our preferred pricing and use the savings for marketing, team-building activities, or even expanding your team to keep up with demand.

Get Precise Information With the Click of a Button

This integration with ClearChecks also reduces the time you spend on recruiting by providing you with everything you need to know about applicants. You’ll see information about their pasts as well as their futures with our combination of background checks and fit scores. You get to decide which applicants are worth interviewing and which ones aren’t, helping you find the ideal applicants with fewer interviews. Plus, it results in higher quality interviews because you’ll know the best questions to ask before speaking with them.

See What Others Say About Sprockets

We have a proven track record of our own with numerous happy customers who have improved retention with the Sprockets platform. Here’s what one of them had to say about our solution:

“It helps us make better hiring choices, and we love the personality breakdowns that Sprockets gives us for each applicant.”

–  Jimmy Johns Franchise Representative

Start Building the Best Teams Today

Sprockets background checksCheck the pasts of your applicants to improve the future of your business! Visit our page on background checks to learn more about this feature and join the long list of Sprockets users who have achieved success with our AI-powered hiring solution. You can even schedule a free demo to see it in action. We look forward to helping you hire the ideal applicants and improve retention.

A Gen Z worker on his phone with text reading "5 Tips for Managing Generation Z Employees in the Workplace"

5 Tips for Managing Generation Z Employees in the Workplace

5 Tips for Managing Generation Z Employees in the Workplace 1016 528 Sprockets

Generation Z is making its way into the business world with tremendous strides, but are you managing members of this group to the best of your ability? Every generation is unique, so owners and operators must adapt their management styles to bring out the best in these new employees. Defined as any individual born after 1997, Gen Zers can be vastly different from Millennials. They’ve had separate sets of life experiences that molded them into the people they are today, which could also affect how they view companies and behave at work.

So, the question remains: What are the best tips for managing Generation Z employees in the workplace? Find out below to start increasing productivity and improving retention!

Managing Gen Z Employees in the Workplace

1. Hire the Ideal Gen Z Workers for Your Business

The oldest Gen Zers are in their late teens and early twenties, which means many of them are searching for entry-level positions that typically involve hourly pay. That’s great news for industries such as fast-food service, home health care, and retail, which rely on hiring young, energetic individuals. 

However, it’s still crucial to be selective about who you hire. Onboarding employees quickly to save time can end up wasting more resources when workers don’t meet expectations. That’s why you should utilize tools such as Sprockets’ AI-powered platform with a sophisticated applicant matching system. It reveals which applicants are likely to succeed and stay long-term, ultimately improving retention and making it easier to manage Gen Z employees. It even includes free job postings to help augment sourcing efforts!

2. Maintain a Positive Company Culture

As with most generations, Gen Z is looking to work for businesses that cultivate positive company cultures. They’d like to enjoy the work they do and feel valued, which ultimately leads to higher productivity, better team morale, and more employee engagement with Gen Z workers. Take time to get to know your employees, request feedback on your management style, encourage diversity, and recognize hard work. (You can find even more ideas for creating Generation Z’s preferred work environment in our blog on 10 Tips for Creating a Positive Company Culture!)

3. Allow for Work-Life Balance

Similar to company culture, Gen Z employees also seek positions at businesses that allow them to maintain a work-life balance. As much as someone might love their job, it’s important to provide breaks, PTO, and flexible schedules so they can lead healthy lives outside of work hours. Otherwise, you risk burnout, reduced productivity, and even costly employee turnover.

4. Ease Health Concerns in the Workplace

As we mentioned earlier, every generation has unique life experiences that can influence their outlook and behavior. In this case, the COVID-19 pandemic is likely one of the most impactful events for Generation Z. In a Pew Research Center study conducted in March 2020, half of Gen Zers from age 18 to 23 stated that they, or a member of their household, had been financially affected by the pandemic. Another report by Deloitte explains that worries about health and finances are growing concerns among Gen Z. Make sure you implement processes that ease concerns around job stability and health — both physical and mental health.

5. Embrace Technology

Technology also plays a major role in the lives of Gen Zers, with smartphones and social media platforms at the forefront of their daily routines. It’s critical for managers to embrace this movement and use digital tools that improve the workplace environment. Check out our blog on How to Use HR Tech to Elevate Your Company Culture for some ideas.

Attract and Retain the Best Gen Zers With Sprockets

The Sprockets platformIt makes a significant difference in managing and motivating Gen Z employees at work when you hire the best applicants from the start. That’s why we created Sprockets, an AI-powered platform that finds the ideal applicants based on a unique success profile for your business. It’s convenient, precise, and proven to work, helping users improve employee retention by an average of 43%. 

See what our happy customers say about it, including owners and operators from top brands like McDonald’s, then schedule a demo to enjoy the same success!

A fast food service worker and text reading "How to Retain Employees: Lessons From Top Franchises"

How to Retain Employees: Lessons From Top Franchises

How to Retain Employees: Lessons From Top Franchises 1016 528 Sprockets

It can cost $5,864 every time an employee leaves your company, according to a study by The Center for Hospitality Research at Cornell University. Plus, you must consider the “hidden” costs of turnover, like lost productivity, reduced team morale, and worse customer service. It’s time to turn the tides on turnover and learn how to retain employees. And, there’s no better way to discover employee retention strategies than by looking at some of the top franchises.

Explore a few options below or simply do what many successful franchise owners and operators have done to improve employee retention: Use Sprockets. Our AI-powered platform is proven to reduce costly turnover by revealing which applicants are the most likely to succeed and stay long-term.

Learn How to Retain Employees

McDonald’s

This fast-food giant has the solution to your hunger, and they believe they’ve found an answer for improving employee retention as well. In recent years, McDonald’s has increased wages and offered more enticing employee benefits. Crew members can enjoy hourly pay that’s slightly above minimum wage as well as paid vacation and a tuition assistance program. The franchise plans to raise overall wages to an average of $15 per hour by 2024. What makes these incentives particularly compelling is that they are offered to all workers — both part-time and full-time employees.

Chick-fil-A

If we look at Chick-fil-A’s business model, you’ll find a 60-year-old initiative to retain high-quality employees by creating and maintaining positive workplace cultures. It all starts with a focus on recruiting applicants who are the right fit for Chick-fil-A’s culture. Hiring managers look for matching traits in the three C’s: character, competency, and chemistry. Participation in Chick-fil-A’s company culture also goes beyond the front-line workers. Leaders must value open communication with all team members, and every guest should feel as if they are part of the positive environment at each location.

ComForCare

High employee turnover is not only a concern for QSR franchises. The problem extends to the home health care field as well. In fact, Home Care Pulse reported that caregiver turnover hit an all-time high of 82% in 2018. Luckily, some top franchises and business owners have implemented strategies to tackle their turnover rates. One example includes Mark Turnbull of ComForCare, who has increased training opportunities, consistently monitors retention rates, conducts exit interviews, and tries to match caregivers with patients to create the best possible relationships and work environments.

Top Franchise Brands Trust Sprockets to Improve Retention

Cellphones with fit scores to help with recruiting employeesAll of these three franchise brands (and many more) trust Sprockets’ AI-powered platform to improve employee retention by an average of 43%. Our sophisticated solution augments sourcing efforts and reveals which applicants are the ideal fit for your business — before you even interview them. It finds the common thread between your top performers and potential hires, enabling you to make better hiring decisions and reduce costly turnover.

Schedule a free demo today to improve employee retention like these franchise brands have done!