Hiring Practices

Hotel manager and her staff

How to Manage a Hotel: Succeed Even During Unpredictable Times

How to Manage a Hotel: Succeed Even During Unpredictable Times 1016 528 Sprockets

Managing a hotel is far from easy. We recently spoke to a hotel operator who was so desperate for people to fill their open positions, that they waited outside a bus stop near their competitor to recruit staff. The operator asked each hourly employee how much they currently made, then offered to pay them several dollars more than their current wage if they were willing to work for their hotel instead. 

While there’s much to unpack in this story, it’s a classic example of how to motivate employees in the hotel industry. When your hiring process feels stressful, sometimes it’s worthwhile to return to the basics. Refresh your memory — and maybe even learn something new — on how to successfully manage a hotel, even during a labor crisis. Plus, learn why top brands choose our hiring solution to boost 90-day employee retention by an average of 43%.

 

 

How to Manage Hotel Staff

Effective hotel management starts with the hiring process. You can’t just hire anyone that applies. Rather, you need the right people who are willing to go above and beyond their job description to provide a wonderful guest experience. 

“Motivate them, train them, care about them, and make winners out of them… they’ll treat the customers right. And if customers are treated right, they’ll come back.” 

– J. Willard Marriott, founder of the Marriott Corporation

Hire for Coachability Then Train Hotel Staff for Skills

Especially in customer-facing roles, the key to retaining high-quality hotel staff is hiring for coachability and training for skills. Why? Coachable people are often open-minded, eager to learn, and take constructive criticism well. They’re able to pivot when unexpected situations like the COVID-19 pandemic or labor crisis arise. 

It’s easy to teach someone how to greet guests, operate the front desk, or clean a hotel room. The hard part is finding coachable people with soft skills specific to your location. To evaluate an applicant’s soft skills, adjust your interview questions accordingly. For example, if you are looking for a job seeker with strong adaptability, you might ask: Tell us about something you were asked to do that you have never done before. How did you react, and what did you learn?” 

Implement Employee Engagement Initiatives

Only 15% of employees (worldwide!) are engaged in their workplace, according to a recent study from Gallup. Conducting employee engagement activities in the hotel industry is crucial if you want to motivate your staff. Highly engaged teams are more productive, which makes teams happier and hotels more profitable. 

Consider scheduling regular check-ins with each employee to further develop a professional relationship and instill trust. Employee surveys are another effective way to gauge how your staff is feeling about their work, management, and company as a whole. In fact, 89% of hiring professionals say ongoing feedback leads to success. Finally, team-building exercises like sharing a company meal or going out for happy hour also foster a positive company culture and high employee engagement. 

Use Hospitality Technology

If you aren’t using technology by now, you’re likely wasting time and other valuable resources. We understand some hospitality professionals may be hesitant to implement tech solutions as they don’t want to risk a security breach — that fear may be heightened due to current events. Technology, however, is actually a key success factor in the hotel industry. Recent innovations like SaaS (Software as a Service) solutions keep operations running smoothly, so employees can focus on the guest experience. 

“Despite being one of the largest and most dynamic segments of the US and global economy, penetration of cloud-based technologies in the segment remains incredibly low, and the vendor landscape remains tremendously fragmented on a global basis.”

– Matt Melymuka, co-founder and partner at PeakSpan Capital.

For more helpful tips, check out our free guide: Why Your Hiring Process is Broken and How to Fix It.

Hire More People Like Your Best Hotel Staff Members

Do you ever find yourself wishing you could find more people like your current top performers? It’s possible and easy with Sprockets! Our Applicant Matching System identifies what makes your best employees so successful based on the answers to three simple questions. Their resulting score is used as a benchmark to analyze the mental makeup of incoming applicants who take the same survey. Sprockets’ one-through-ten scoring system makes it easy to see which potential hires will succeed like your top-performing employees.

 

Two engaged, happy restaurant workers

3 Examples of Effective Employee Engagement in Top Companies

3 Examples of Effective Employee Engagement in Top Companies 1016 528 Sprockets

Employee engagement refers to your workers’ emotional connections to the goals of your company. High team member engagement is often linked to strong employee retention, while a lack of engagement results in workers feeling less satisfied and invested. It also means that you may not get as many unique contributions from your staff and will likely suffer from costly turnover. But in order to know how to achieve high engagement, you need to know what that looks like. Continue reading to discover three stellar examples of employee engagement in companies.

Start hiring hourly workers that will have a strong emotional connection to your business right off the bat with Sprockets. Our Applicant Matching System reveals which applicants will succeed like your current top performers, empowering you to build strong, cohesive teams that will stay long-term.

 

 

Examples of Employee Engagement in Companies

1. Taco Bell

One of the best employee engagement examples is Taco Bell’s Start With Us, Stay With Us program. First launched in 2016, the platform highlights Taco Bell’s genuine commitment to their workers. Their employee-first attitude recognizes the realistic needs of staff such as tuition reimbursement, scholarship opportunities, and growth within the company itself. 

Frank Tucker, Chief People Officer at Taco Bell, understands that many people get their first job at a restaurant: “Whether they want to start with us for a year or stay with us for life, we feel it’s our responsibility to make sure we’re offering benefits and programs that create innovators and leaders for our communities inside and out of our restaurants.” 

Even when workers decide to leave the taco chain, Taco Bell ensures they have learned valuable skills that will help them with future endeavors.. The company hopes Start With Us, Stay With Us will motivate their workers to advocate for the Taco Bell brand and increase loyalty. 

2. Chick-Fil-A

Chick-fil-A has a unique set of employee engagement ideas because of the way it empowers its franchise owners. Most franchise companies regulate their brand in a top-down manner. However, Chick-fil-A gives franchise owners the freedom to implement their own set of standard operating procedures. Rather than saying “this is how we do it,” Chick-fil-A owners are given a chance to customize how they think things should be done based on their location, team, and customers. 

Franchisees are in charge of everything from the hiring of workers to providing employee benefits. They also have excellent training models in place. This strategy helps employees feel less overwhelmed by customer demands and more enthusiastic about their work. Additionally, Chick-fil-A refuses to let individual franchisees treat each other as competitors. The fast food restaurant will even fly representatives from successful stores to struggling ones so that the hard-hit stores can learn from them. 

3. Buffalo Wild Wings

When it comes to understanding team member engagement, communication is key. For example, Buffalo Wild Wings responded to high employee turnover with surveys to understand the experiences of their workers. The restaurant then used this feedback to determine how they could improve their employee engagement strategies. Staff who truly believe employers listen to their concerns are more likely to have a positive experience working with the company. 

At the start of the COVID-19 pandemic, Buffalo Wild Wings implemented Brand Champ. This employee engagement program was designed to teach employees the “how” behind the brand and equip them with background brand knowledge to succeed while performing daily operations. Additionally, Buffalo Wild Wings launched  “What’s Hot at B-Dubs,” a virtual employee engagement program featuring inspirational guest speakers. The goal of both programs is to help employees understand why and how their work matters.

Go Beyond Employee Engagement Examples

Now that you’ve read these employee engagement examples, you’re ready to start improving your own strategies. Whether you’re a restaurant owner or hotelier, that starts with hiring the right people for your business. Luckily, Sprockets’ AI-powered platform reveals what character traits make your top performers so successful. Our Applicant Matching System then identifies which potential hires share these same characteristics. Essentially, it’s like replicating your best employees. Plus, Sprockets’ hiring solution is proven to boost employee retention by an average of 43%. 

 

Happy restaurant employee smiles behind the counter.

The Secret Recipe You Need to Boost Restaurant Employee Engagement

The Secret Recipe You Need to Boost Restaurant Employee Engagement 1016 528 Sprockets

It’s no secret that employee engagement and turnover in the restaurant industry is suffering. Labor crisis and pandemic aside, the industry often serves (see what we did there?) as a stepping stone. For many young people, working at a restaurant is their first job, so turnover is inevitable. However, there are plenty of individuals who serve in the industry because that’s where their passion lies. 

Continue reading to learn how to foster a positive work environment to promote higher restaurant employee engagement and retention. Plus, discover the secret ingredient that can replicate the success of your best employees. (Hint: These users see a 43% improvement in 90-day employee retention, on average.)

1. Offer Competitive Pay

If you want hourly workers to show loyalty and dedication to your company, then you need to pay them a tempting wage. Better pay will motivate your staff to consistently exceed expectations. If your staff doesn’t have to worry about making ends meet, they can focus on daily operations — like providing exceptional guest service. Plus, 67% of job seekers are more likely to apply to your restaurant if the wage is in the posting.

2. Prioritize Time Off 

Taking a mental health day is actually one of the best ways to reduce stress, decrease burnout, and recharge your mind for the work day. Encourage your employees to take time off when they need it — regardless of their reasoning. This will show them you care about their well-being and work-life balance. Bonus points if you pay attention to detail while building their schedules so everybody has a fair chance of getting a Friday or alternating weekend off. Your employees will thank you.

3. Give Consistent Feedback

Schedule regular check-ins and staff meetings to develop professional relationships and increase employee engagement. Praise them for their accomplishments and offer constructive criticism. This is also a good time to ask your workers for their thoughts on menu items, service ideas, customer feedback, and how they think your restaurant could improve. Sharing their opinions with you will make them feel valued, and restaurant staff engagement will naturally increase. 

4. Provide Training and Opportunity for Growth 

It’s crucial that restaurant workforce management offers opportunities for growth. For example, if you already have an all-star team that shows potential, consider hiring internally when positions become available. Not only will your employees appreciate the opportunity to interview before you find an external hire, but giving them a shot will instill trust amongst your team. 

Bonus Tip: Hire and Retain Restaurant Staff With Sprockets

What if you could predict which applicants are the right hire before the interview and without a resume? It’s possible with Sprockets. Our Applicant Matching System reveals which potential hires will succeed like your current top performers, empowering you to build passionate, driven teams. It’s proven to work and trusted by top brands like Burger King and Chick-fil-A to increase employee retention (a measurement of restaurant employee engagement!) by 43%.

 

Happy hotel employees

How to Create a Successful Employee Engagement Plan in Six Simple Steps

How to Create a Successful Employee Engagement Plan in Six Simple Steps 1016 528 Sprockets

Employee engagement is key to a thriving workplace. When team members are highly engaged, they’re more productive and creative. They take more ownership of their work and feel like they’re part of something larger than themselves. Whether you’re starting from scratch or simply want to refresh your memory on the basics, this blog outlines how to create an effective employee engagement plan in just six steps. 

Employee Engagement Strategy Plan

Step 1: Recruitment

Crafting an employee engagement action plan begins at the recruiting stage of the hiring process. This initial step will help you filter out unsuitable applicants and establish a happy, productive environment right from the get-go. You want to find people whose expectations match your company’s culture, mission, and values. Essentially, you want to replicate your top performers. Luckily, Sprockets’ AI-powered platform identifies which potential hires will succeed like your best employees, empowering you to build strong, engaged teams.

 

Step 2: Conduct Employee Surveys

To shape your employee engagement strategy plan, you need to understand what your employees are thinking. In fact, 89% of hiring professionals agree that ongoing employee feedback leads to success. Consider conducting employee surveys to get a sense of how your employees feel about their role and environment. Whether you decide to create a questionnaire or build a series of focus groups, it’s important your workers feel that their opinions truly matter. You may also find that asking your employees to provide anonymous feedback will help them feel comfortable sharing their thoughts and ideas. 

Step 3: Collaborate on Solutions

Collaborate with your team and analyze your employee engagement survey results to develop an action plan. Identify pain points and establish engagement goals. Take a look at other employee engagement action plan examples for inspiration — you don’t have to reinvent the wheel. Remember, this level of collaboration is vital to employee engagement as it shows staff members that their voices are being heard.

Step 4: Establish Measurable Metrics

Metrics will help you track the progress — and see how you can improve — your employee engagement plan. The most common employee engagement metric is employee retention. Set S.M.A.R.T. goals to clearly monitor your team member engagement against measurable targets. 

Step 5: Provide Room for Growth and Development

Without progression, employees become bored and dissatisfied. They’ll feel like they aren’t moving forward in their careers and lives. Provide career pathways to show your employees you care. This will keep them motivated to consistently succeed and may even increase their contributions to your business.

Step 6: Measure Your Success

It’s crucial your employee engagement action plan is effective. Continue to track the metrics you established earlier to spot patterns and, ultimately, decide whether or not your plan is working. If you aren’t seeing the results you wanted, don’t be afraid to make changes. Engagement is a continuous process, so it’s important to be flexible and adapt as needed.

Boost Your Employee Engagement With Sprockets

Supercharge your employee engagement by making smarter hiring decisions with Sprockets. Our Applicant Matching System identifies what makes your best employees so successful, empowering you to predict applicant success. Trusted by top brands like Taco Bell and Wingstop, Sprockets users see a 43% improvement in employee retention. It’s easy to use and even integrates seamlessly with popular HR tools like TalentReef and McHire. We’re so confident in our hiring solution that we’re offering free, 15-minutes demos of our platform. 

 

Happy hotel employee making a bed

Everything You Need To Know About Measuring Employee Engagement

Everything You Need To Know About Measuring Employee Engagement 1016 528 Sprockets

Have you ever wondered, “How do I measure employee engagement?” If so, you’re not alone. Failure to measure engagement can reduce your employee retention rate and decrease the quality of work your team puts out. Understanding the different ways of measuring employee engagement will help ensure you maintain a positive atmosphere in your workplace.

But first, we’ll let you in on a little secret — maintaining employee engagement is one of the four steps to reducing your reliance on applicant flow. Check out our free guide to learn how you can start hiring the right people from the start.

 

How to Measure Employee Engagement

There are several ways to assess employee engagement, but we’ve narrowed it down to three of the best examples. 

1. Set Achievable Goals

You must first gain a deep understanding of company goals to engage staff (and ultimately measure that engagement). Consider keeping a list of qualitative and numerical goals for your staff to refer to as they complete their daily tasks. These will serve as a tangible representation for team members to grasp how close you are to achieving your company goals. Additionally, setting achievable goals helps your team feel that the work they’re doing is both seen and appreciated.

2. Employee Engagement Surveys

These surveys allow workers to voice their opinion on problems they’ve identified within the company. Your survey should feature simple, but concise questions that will help determine various employee engagement numbers that need improvement.

Here are a few useful questions to include on your survey:

  • Does your team motivate you to do your best work?
  • Does the company provide enough growth opportunities for you and your team members?
  • Do you feel your opinion is considered and taken into account when company decisions are made?

To ensure you’re making strides to create a workplace that’s effective for everyone — and simultaneously improving employee engagement — surveys should be deployed quarterly. The responses will help you create an employee engagement score formula that can be used to track progress.

3. Monitor Employee Retention

One of the best examples of employee engagement metrics is employee retention. As a business owner, you should work closely with HR to keep an eye on this metric. Implement strategies to retain high-quality team members and reduce the number of workers leaving your company. Staff that are engaged and happy with where they work will stay longer than ones who are disengaged.

Boost Employee Retention With Sprockets

Did you know that Sprockets users see a 43% improvement in employee retention, on average? It’s true – our Applicant Matching System reveals which potential hires will succeed like your top performers, empowering you to build strong, cohesive teams that will stay long-term. And the best part is that you can achieve similar results. We’re so confident in our hiring solution that we’re offering free, 15-minute demos to show how we can help you hire and retain the best workers every time.

 

Three happy restaurant employees with text below reading: Job Satisfaction vs. Employee Engagement

Job Satisfaction vs. Employee Engagement: What’s the Difference?

Job Satisfaction vs. Employee Engagement: What’s the Difference? 1016 528 Sprockets

When it comes to job satisfaction vs. employee engagement, many people use the two terms interchangeably. However, they’re actually quite different, yet must coexist to maintain a productive workplace. Continue reading to learn the difference between employee engagement and job satisfaction. Plus, discover the hiring solution that helps you identify which applicants will be highly engaged and satisfied with their job like your best team members.

 

 

The Difference Between Employee Engagement and Employee Satisfaction

The key difference between job satisfaction and employee engagement is that satisfaction is more commonly the cause, while engagement is the effect. Satisfied workers tend to be content while engaged ones tend to be go-getters.

What Is Employee Engagement?

Employee engagement is a measure of how emotionally connected team members feel to their work. Engaged staff are motivated and enthusiastic about their job. They often go the extra mile for their employer. These individuals enjoy working and derive happiness from their interactions with their co-workers. 

Disengaged employees, on the other hand, are apathetic toward both their job and company. They likely put in little effort and may even have a poor attitude, which can negatively impact other team members. A survey from Gallup revealed that disengaged staff members cost companies over $500 billion per year in lost productivity.

What Is Job Satisfaction?

Job satisfaction is largely about the perks of being at work: fair pay, generous work-life balance, adequate benefits, etc. It also encompasses a worker’s overall happiness with their role and company. An unsatisfied team member will likely become less productive, while satisfied employees are more likely to feel engaged from their job.

Factors That Foster Employee Satisfaction and High Employee Engagement

The key to effective employee engagement is to provide an enjoyable work environment and maintain a positive company culture. Here are a few ideas to get you started: 

  • Fair compensation (above minimum wage, if possible) and a benefits package 
  • A comfortable break room to decompress and relax 
  • A clear performance review process tied to individual goals and objectives
  • Opportunities for growth so team members can reach their full potential

Highly engaged workers are more motivated to consistently execute their best work as they feel deeply connected to their responsibilities and workplace culture. It’s less about what gets them through a workday (although perks like free food can go far), and more about how they feel about their role. For more information, check out this guide which features strategies on how to maintain employee engagement. 

 

 

Positive experiences go a long way in keeping workers engaged. But, it’s not the only thing that matters. It’s critical to evaluate an individuals’ initial satisfaction and engagement levels during the hiring process.

Hire More Team Members Like Your Best Workers

Replicate your top performers with Sprockets! Our Applicant Matching System reveals what makes your best employees so successful, ultimately empowering you to build highly engaged teams that will stay long term. In fact, Sprockets users spend 37% less time on the hiring process. It’s proven to work and trusted by top brands like Buffalo Wild Wings.

 

 

A grocery store worker stocks shelves.

3 Benefits of Employee Engagement: The True Value of an Engaged Workforce

3 Benefits of Employee Engagement: The True Value of an Engaged Workforce 1016 528 Sprockets

Low employee engagement can easily make someone want to leave their current job. And, with people quitting their positions at an all-time high, it’s crucial your company takes the appropriate measures to increase employee engagement and retention. But, what are the other benefits of employee engagement? Continue reading to understand the true value of employee engagement.

Why Is Employee Engagement Important?

Employee engagement is one of the most important indicators of satisfaction in the workplace. It’s a key factor to the overall success of a company. Why? A study from Gallup found that businesses with highly engaged workers are 21% more profitable than those with little to no engagement. Engaged employees are more productive, less likely to look for a new job, and more likely to invest in the work that they do. Maintaining employee engagement is also one of the steps employers can follow to reduce their reliance on applicant flow and start hiring the right people from the start. Check out our free guide to uncover specific ways you can improve employee engagement at your business.

 

What Are the Benefits of Employee Engagement?

The value of employee engagement cannot be overstated. After all, your company can only be as good as its employees. Here are the three key benefits of an engaged workforce. 

1. Better Team Performance

When people are more engaged at work, it makes teams function better and accomplish more. If all of your employees are just waiting to clock out, it’s difficult for a team to get into a flow. Plus, employee engagement can be contagious. If one employee is motivated, their positive energy might influence another team member to perform in the same manner. 

2. Higher Employee Productivity

Not only are engaged employees more efficient and productive, but the actual work they produce is of higher quality. Research shows that highly engaged staff members are 22% more productive than those who are disengaged. 

3. Less Absenteeism

People are much more likely to call in “sick” when they are disengaged at their place of work. And, even when they do show up for a shift, they likely will not be fully present. Highly engaged team members, on the other hand, want to come to work because it gives them a sense of pride. 

Other benefits of having engaged employees include:

  • Less workplace stress
  • Lower employee turnover rates
  • Lower risk of burnout

No Business Can Afford to Overlook the Value of Employee Engagement

It’s easy to see how having engaged employees can transform your business’s productivity, growth, and overall success. But before you can commit to fostering an environment for engaged workers, you have to hire the right people. Luckily, Sprockets’ Applicant Matching System reveals which potential hires will succeed like your current top performers, empowering you to create highly motivated teams. Trusted by top brands like Chick-fil-A and Taco Bell, Sprockets users spend 37% less time on the hiring process, on average. 

 

Smiling restaurant workers and text reading "How Company Culture Attracts Talent and Retains Top Performers"

How Company Culture Attracts Talent and Retains Top Performers

How Company Culture Attracts Talent and Retains Top Performers 1016 528 Sprockets

Have you ever found yourself wondering, “Why is workplace culture important?” There are numerous answers, including the fact that creating a positive workplace culture attracts talent. It can also boost productivity, collaboration, communication, morale, motivation, and even employee retention. The list goes on and on.

Although there are several benefits of having a good company culture, we’ll focus on how it helps recruit and retain high-quality employees. Read on to learn more, including how to improve company culture with our AI-powered hiring solution. It identifies which applicants will mesh well and succeed like your other top performers, empowering you to build the best teams.

Improve Company Culture to Attract and Retain Top Performers

What Is Workplace Culture?

People might have different ways to describe company culture, but it boils down to how workers behave and interact at a particular business. This includes every member of an organization, from cashiers to CEOs, and has a significant impact on employees’ attitudes. It can even affect their mental health, with toxic atmospheres leading to high levels of stress, burnout, absenteeism, and turnover.

How Workplace Culture Can Attract Applicants

You need a top-notch company culture to attract top-notch employees. Job seekers know the benefits of having a strong company culture and want to work for companies that care about the wellbeing of their employees.

As far as getting the word out about your work atmosphere, it can naturally become part of your reputation. Websites like Indeed and Glassdoor allow employees to leave reviews that influence someone’s decision on whether or not to apply. In fact, 55% of job seekers wouldn’t apply to a company with bad reviews. On the other side of the coin, having a positive culture can inspire current employees to refer friends. This is especially beneficial when a top performer brings someone on board who they already work well with.

Also, don’t overlook the importance of highlighting your company culture and core values on job postings. According to a study by Glassdoor, 79% of job seekers consider the company’s mission before applying. Just make sure to keep it brief and put this information near the top of the description because people only spend an average of 14 seconds reading a job posting before deciding to follow through with an application.

Check out our free guide on crafting effective job postings to learn more and boost your applicant flow!

How to Improve Company Culture

If you’re a new or aspiring business owner, it’s crucial that you build a solid foundation for the ideal company culture to grow. (It’s never too late to begin improving workplace culture, though.) Ask yourself these questions to get started:

  • What do I want my business to stand for?
  • How would I like employees to feel when they go to work each day?
  • What core values do I want workers to embody?
  • How can I reflect these core values and empower others to do the same?
  • Are there any teambuilding activities that would promote a positive company culture?

Additionally, provide people with a lot of support and opportunities for career growth. You should also foster employee relationships and offer mentorship opportunities. If implemented properly, new initiatives can create an enticing company culture for high-quality job seekers and make current employees actually look forward to work.

Discover Which Applicants Will Contribute to a Positive Company Culture

A single hire can drastically help or hurt your company culture, but we’ll make sure you select the best applicant every time. Sprockets’ AI-powered solution reveals which potential hires share personality traits with your top performers, ultimately predicting who will succeed and mesh well with the current team. Our software is trusted by top brands and proven to reduce costly employee turnover.

Get your free demo today to start improving company culture and employee retention!

A woman in an apron with personality traits listed alongside a fit score of 9.1
Stressed manager sitting at her desk with words below reading: My Best Employee Quit...Now What?

My Best Employee Quit…Now What? Everything You Need to Know About Replacing a Top Performer

My Best Employee Quit…Now What? Everything You Need to Know About Replacing a Top Performer 1016 528 Sprockets

Employers are feeling immense pressure to promote job satisfaction and retain their staff members. However, when a top performer leaves your business, it can feel like the end of the world. So, what should you do when your best employee quits? In order to keep productivity steady, you will need to quickly replace this worker with a quality alternative. 

Continue reading to learn how to replace your top performer without sacrificing valuable resources. Plus, discover the solution that is trusted by top brands like Taco Bell to predict applicant success, empowering you to hire more people like your best workers.

 

 

Why Do Top Performers Leave?

Top performers leaving their organization is becoming more and more common. As of 2014, an Oxford Economics study found that one in five high-performing employees will quit in the next six months. It’s important to understand their reasoning so you can better prepare for when one of your best employees leaves. Of course, we encourage you to have a discussion with your top performer regarding their specific reasons for exiting to gain the best possible insight. Hear out their concerns and try to honor any reasonable requests. Common reasons why top performers quit include but are not limited to: 

1. Lack of Flexibility

The pandemic has changed the way we work. Some staff members, especially top performers, no longer feel that their job’s pressure is worth their salary. Your best employees are often high-achievers and therefore seek opportunities for growth. They’re looking for better benefits, work flexibility, and appreciation for their contributions. 

2. Burnout

Between the ongoing pandemic and labor crisis, a recent study found that 52% of workers are experiencing burnout. This stress mixed with exhaustion can lead to unhappiness, poor mental health, and increased employee turnover.

3. Poor Management 

Even top performers struggle. After all, they are only humans. However, if there is mutual respect and understanding in the workplace, they are less likely to leave. Check out this blog to learn strategies for managing and motivating top performers.

My Best Employee Quit: What’s Next?

Although losing talented staff members is inevitable, today’s digital environment allows you to find job seekers that possess the ideal qualities your company desires. Software solutions like Sprockets help you identify similar individuals

Our AI-powered platform uses a simple, three-question survey to benchmark the specific characteristics that make your current best workers so special. Job seekers take the same easy survey and receive a “Fit Score” between one and ten. The closer to ten, the more likely it is that an applicant will perform like a company’s best staff member. When your best employee leaves, Sprockets’ solution will help act quickly in a labor market that is snatching up top performers at a rapid pace. It’s even proven to increase retention by 43%, on average.

 

A sales team happily discussing strategies.

5 Ways To Motivate and Manage High-Performing Employees

5 Ways To Motivate and Manage High-Performing Employees 1016 528 Sprockets

If you manage a fast-paced business, high-performing employees are the glue that holds difficult days together. They’re independent, efficient, and reliable workers that embody your business’s values and work ethic. In some ways, they manage themselves, but when high performers struggle, they need as much support as anyone else. 

So, how do you manage your top performers differently? Continue reading to learn how to tailor your management styles to keep them happy and productive. Plus, discover how to Instantly identify which applicants will succeed like your current top performers with Sprockets!

 

 

How to Manage High Performing Employees

1. Provide Specific Praise

Simple thank-you’s only go so far. Your high-performing employees have skills that most likely go beyond their job description. Consider setting aside time for one-on-one check-ins. Let them know how their hard work impacts areas of the business outside of their department and give specific examples — don’t just make that an end-of-day habit. With 52% of workers suffering burnout, giving your high performer productive feedback will lift their spirits and encourage them to continue forward.

2. Give Them Tools to Grow

Your top employees might dominate their given roles, but when they show interest in something else, support it. As highly-driven people, they crave growth and exciting opportunities. Motivating high performers with clear career pathways shows them you care about their future. You’re investing as much time and effort into them as they do in your company. 

3. Seek Their Input

Even if you’re more experienced than your high-performing employees, they may have some insights unique to them and their positions. By seeking out and rewarding high performers for their input, you’re communicating their value. Plus, you’re fostering personal and company-wide growth which leads to an improvement in employee performance.

4. Be Flexible

Remember that your most-trusted employees earned your trust for a reason. Your high-performing employees may have developed different, yet more effective, ways of accomplishing tasks. Praise their ingenuity and resist the urge to micromanage. By allowing high performers to invest their talents into their roles, you’re encouraging increased employee engagement. According to Gallup, businesses with high employee engagement are over 20% more profitable than businesses with low engagement.

5. Offer Your Support

Topping the list of what high performers want at work is like-minded colleagues. They want a team of people that will succeed like them. That way, top performers can spend more time developing strong work relationships, new ideas, and healthy competition — factors that drive growth — instead of compensating for lower-performing co-workers.

Replicate Your Top Performers

To find more high-performing employees, integrate the power of Sprockets into your hiring process. Our AI-powered platform empowers you to predict applicant success before the interview and without a resume. Plus, Sprockets’ Applicant Matching System is trusted by top brands like Taco Bell and Wingstop to build strong, cohesive teams that will stay long-term.