• Announcing Our $10M Series A Funding Click here to learn more.

Company Culture

Announcing Our $10M Series A Funding

Sprockets Receives $10M to Make Hiring Process More Equitable for Employers and Job Seekers

Sprockets Receives $10M to Make Hiring Process More Equitable for Employers and Job Seekers 1016 425.31 Sprockets

Today, we officially closed our Series A funding at $10mm with participation from Forte Ventures, Healthy Ventures, Thayer Ventures, Lytical Ventures, Blu Ventures, and VentureSouth. The investment will help Sprockets further help business owners hire and retain the very best hourly employees, even during a labor crisis. 

Sprockets CEO and founder AJ Richichi said, “We are building a better way to hire. This capital will help us bring an equitable and efficient hiring process to millions of companies and job seekers nationwide.”

Our hiring platform reveals which applicants are right for your needs, empowering you to build a strong, cohesive staff that will stay long-term. Trusted by some of the world’s biggest brands, it’s proven to boost 90-day employee retention by an average of 43%.

 

 

What Does This Mean for You? 

Sprockets understands the frustrations you are currently facing at your business are so much more than not knowing how to staff during unprecedented times.

“Many feel handcuffed by government stimulus payments, COVID-19 shutdowns, inflation, and generational changes to candidate behavior,” Richichi explained. “Companies that deploy our software are statistically faster, less discriminatory, and less prone to error.”  

This round will allow Sprockets to undergo dramatic growth and expansion in order to lessen your hiring headaches and ensure an easy, seamless use of our hiring platform. 

Our Growth and Accomplishments

The funding comes a few months after we achieved 10x growth at the peak of the labor crisis.  

Sprockets helped thousands of customers and hundreds of thousands of candidates in the QSR and hospitality industries in 2021. We are so proud of what we have accomplished but know there is much more work to be done. 

“We sincerely appreciate the overwhelming support from customers, partners, investors, and team members,” Richichi said, expressing his gratitude.

Our company is also lucky to have investors who share our passion for fixing a broken hiring process. Tom Hawkins, founder and managing partner of Forte Ventures, states, “The Sprockets technology solution is invaluable to hiring managers in QSR, hospitality, and multiple other industries with hourly workers. Imagine the change that Sprockets will have on worker satisfaction and career stability within a segment of the population that has historically been ignored by most of the HR tech players. We’re excited to have led Sprockets’ Series A financing and look forward to supporting the management team moving forward.” 

Other investors who participated in our Series A round can attest to Sprockets’ success, particularly in the face of a labor crisis. “Businesses need easier and faster ways of making good hires,” Anya Schiess, co-founder and general partner at Healthy Ventures said. “Sprockets solves this problem with candidate-focused automation.

Richichi, along with the rest of the Sprockets team, is grateful for this rare opportunity. “We are challenging a hiring process that’s been static for hundreds of years, and being rewarded with great traction,” he said. “We’ve been fortunate enough to sign the world’s biggest brands, integrate with industry leading technologies, and build a world-class team.”

Hiring Success Story: 95% Employee Retention in 90 Days

We recently helped a 50+ location Bojangles group achieve 95% employee retention in just 90 days. With the help of Sprockets’ Applicant Matching System, the franchise was able to achieve an ROI of 14x and uncover over $134,000 in savings. The employees they hired with Sprockets stayed longer than those who were hired without, proving the ability of our platform to accurately predict applicant success and increase employee retention. It’s possible for your business to achieve similar success. To learn more about how our AI-powered platform can help change the future of your own hiring, schedule a free, 15-minute demo here.

 

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 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. 

 

People putting their hands together and text reading "4 of the Best Ideas for Improving Employee Engagement"

4 of the Best Ideas for Improving Employee Engagement

4 of the Best Ideas for Improving Employee Engagement 1016 528 Sprockets

Companies that implement employee engagement ideas often see better worker satisfaction. Plus, having great employee engagement strategies will fuel loyalty to your business, ultimately reducing costly employee turnover. However, not all attempts to increase employee engagement work as well as others. You need to know the best ways to do so. Below, we’ll get into how to improve employee engagement so you and your workers can reap the benefits. 

You can also check out our free guide, 4 Steps to Reduce Your Reliance on Applicant Flow, for more tips and tricks that strengthen your workforce.

Ideas to Improve Employee Engagement

1. Prioritize the Well-Being of Your Workers

If you want to improve employee engagement, you need to know what workers want out of their jobs. If you don’t, you might struggle to keep people on staff because they’ll always be tempted to look for other jobs that offer them better benefits, advancement opportunities, or a more positive workplace. So, conduct worker surveys. You can also meet with people one-on-one to discuss how to make your company a better place to work. The more you know about your employees, the better your employee engagement strategies will be. 

This also involves getting to know why the average worker applies to a position at your business. For example, since many people work in hourly positions as their first job and are saving up for school, fast food restaurant employers can improve employee engagement by offering scholarship opportunities. This builds loyalty and shows people that you care about their future and see them as more than just employees. 

You should also demonstrate a commitment to respecting your employees. Encourage your managers to recognize hard work and respect workers’ time off. Lack of recognition and working strenuous hours can both lead to lower engagement and, ultimately, employee turnover.

2. Keep Communication Open

As a business leader, make yourself available to your managers and crew members as much as possible. Your employees will have a better experience working for your company if you keep communication open. Set up a process through which employees can voice their concerns and feel heard. This can be done by scheduling regular check-ins. Make sure you pay attention to any complaints and address them as soon as possible. Your workers will know you value their feedback and contributions. And, you’ll be well on your way toward improving employee engagement and fostering a more positive work environment.

3. Make Time for Team-Building Activities

A smart business manager allows their workers to have fun while encouraging productivity. People want to enjoy their work atmosphere. So, conducting fun team-building activities has a good chance of increasing employee engagement. You could bring in a complimentary lunch platter brought for the team, host a happy hour at a local hotspot, or even take a half-day to decorate the workplace for the holidays together. The options are endless and will encourage teammates to form strong bonds, ultimately boosting camaraderie and collaboration. 

Tip: If you don’t know what kind of different employee engagement activities to schedule, have your employees offer suggestions. They might come up with ideas you never thought of!

4. Identify Applicants Who Will Mesh With the Team

If you could somehow see which applicants would succeed before hiring them, it would make it significantly easier to improve employee engagement. Well, you can with Sprockets! Our hiring platform reveals who will perform like your best workers based on shared personality traits. It empowers you to make the best hiring decisions every time and build a superstar team. Did we mention that it’s trusted by numerous top brands like Chick-fil-A?

Start hiring the best applicants for your business with a free demo of Sprockets!

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A clipboard with graphs and text reading "5 Key Employee Engagement Statistics"

5 Key Employee Engagement Statistics

5 Key Employee Engagement Statistics 1016 528 Sprockets

The employee engagement software industry grew by $150 million in 2020, and it’s expected to grow by an additional $370 million by 2026, according to a Zion Market Research study. However, despite this trend, 85% of employees don’t feel engaged in their workplace. Is your business suffering from low engagement? If you haven’t implemented initiatives to engage your workers by now, then these shocking employee engagement statistics might change your mind. 

Gallup research shows that companies with highly engaged workers see less absenteeism, less turnover, and better productivity. That’s only the beginning. Read on to see more workplace engagement statistics and check out our AI-powered platform that reveals which applicants will be engaged from the start!

Employee Engagement Statistics You Need to Know

1. Most Employees Are Not Engaged in the Workplace

One of the most surprising statistics on employee engagement is that most employees are not engaged in the workplace, and the numbers have been declining since 2019. In 2020, employee engagement reached a low of 20% and has declined to 15% globally since then.

2. Engaged Employees to Are Better Workers

Almost 80% of employees say that a strongly engaged culture helps them do their best work. Other employee engagement productivity statistics include: 76% of workers believe efficiency and productivity stem from an engaged culture, and 74% think that working for a company with an engaging culture allows them to deliver better customer service.

3. Employee Engagement Leads to Higher Profits

Perhaps one of the most intriguing employee engagement facts and figures is that a high level of employee engagement can increase business profits by 21%. An engaged staff experiences better customer loyalty and, therefore, an increase in overall revenue. So, you might see a significant ROI from investing in employee engagement strategies.

4. Employee Recognition Boosts Productivity

The statistics on employee engagement and productivity don’t stop there. In fact, 37% of employees consider recognition to be the most important factor for their success. This means managers and members of leadership teams should do what they can to recognize employees, therefore bolstering their sense of pride, motivation, and self-confidence.

5. Engaged Employees Are Less Likely to Leave

Engaged employees are 87% less likely to leave a company than those who are not engaged. In other words, unengaged employees are five times more likely to leave their current workplace. That means having to deal with costly employee turnover and a time-consuming hiring process. (Wouldn’t it be easier to just implement good employee engagement practices?)

What You Can Do to Improve Employee Engagement

There are several employee engagement strategies that are easy to implement and will pay off in the long run. You can schedule team-building activities, schedule routine check-ins, offer career development opportunities, and so much more that we outline in our free e-book, 4 Steps to Reduce Your Reliance on Applicant Flow

Plus, you can get a free demo of Sprockets’ AI-powered platform that reveals the ideal applicants based on shared personality traits with your current top performers. You’ll know who will succeed and mesh well with the team even before spending time on interviews!

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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. 

 

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March 2022 Trade Show Breakdown: Will We See You There?

March 2022 Trade Show Breakdown: Will We See You There? 1016 528 Sprockets

Our Sprockstars are attending several more trade shows in 2022, and the first one is just around the corner. But before we dive into details, we want to take the time to explain how these trade shows will benefit you, our customers, and the platform itself.

If you aren’t already familiar with our hiring solution, Sprockets is an AI-powered platform that uses natural language processing to match incoming applicants to your current top-performing employees. Trusted by some of the biggest brands in the world like Taco Bell and Chick-fil-A, Sprockets is proven to boost employee retention by 43%, on average. 

 

 

What Does This Mean for You?

Each trade show helps us understand how we can better serve our customers. We’re thankful for the opportunities to build relationships with business owners, operators, and other hiring professionals. Our team is constantly refining our platform as we continue to expand our knowledge of the current hiring challenges within each industry we service. 

March 2022 Trade Shows (In Order of Attendance):

1. International Restaurant and Foodservice Show (March 6 – 8)

What better place to start our trade show season than New York City? That’s exactly where you’ll find us from March 6 through 8, sampling the hottest menu trends. International Restaurant and Foodservice Show (IRFS) attendees can expect plenty of creativity and passion for food with live culinary performances, smart kitchen designs, the Rapid Fire Challenge or Hip Sip: Battle of the Modern Bartender, and over 570 leading vendors. Bon appétit! 

2. Association of Kentucky Fried Chicken Franchisees (March 7 – 10)

For the first time since the pandemic, the Association of Kentucky Fried Chicken Franchisees (AKFCF) trade show will return better than ever with an energizing theme of the “Power of Opportunity”. According to AKFCF president, Brandon Robertson, attendees will “celebrate the brand’s success, participate in game-changer discussions, network with industry leaders, and experience hands-on workshops designed to take us into the digital future.” Don’t chicken out; say hi to our Sprockstars from March 7 through 10 at the Gaylord Palms Resort & Convention Center in Orlando, Florida.

3. Bar & Restaurant Expo (March 21 – 23)

Next, we’ll attend the Bar & Restaurant Expo in Las Vegas, Nevada, from March 21 through 23. Featuring educational workshops like 2023 Menu Trends to Know Before Everyone Else Does and Mental Health in Hospitality, the show’s focus will be how bar and restaurant owners can “recover and reforge” post-pandemic. Plus, attendees can listen to dozens of experts speak on six different topics:: Food & Beverage, People & Staffing, Operations, Guest Experience, Marketing, and Technology.

4. International Pizza Expo & Conference (March 22 – 24)

We can’t wait to share a slice of Sprockets and some delicious pizza at the world’s largest pizza event of the year. Our Sprockstars attended the 36th Pizza Expo in 2021 and we dough not want to miss the 37th. The event features more than 90 workshops, seminars, networking events, and pizza-making demonstrations with a show floor as long as eight football fields! We’ll catch you from March 22 through 24 at the Las Vegas Convention Center. 

 

5. Multi-Unit Franchising Conference (March 29 – April 1)

Our team attended the Multi-Unit Franchising Conference (MUFC) last year, and there are several reasons why we’re returning. Nearly 2,000 franchisors, leaders, suppliers, and investors are expected, making this the largest multi-unit trade show. The event will feature an exhibit hall of almost 300 smart solutions, educational workshops, and guest speakers like three-time Super Bowl champion Emmitt Smith and bestselling author, CEO, and founder, Jim Sullivan. Join us at Caesar’s Forum from March 29 to April 1 in Las Vegas to learn how to hire the best employees and drive revenue growth at all of your franchise locations. 

Replicate Your Top Performers

Our Applicant Matching System reveals which potential hires will thrive in your business just like your best employees. Essentially, it’s like replicating your top performers so you can focus on daily operations. In fact, Sprockets users spend 37% less time on the hiring process. Say goodbye to wasted interview time and hello to 43% higher employee retention. 

 

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!

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A restaurant worker with text reading "5 of the Most Reliable Ways to Keep Your Best Employees"

5 of the Most Reliable Ways to Keep Your Best Employees

5 of the Most Reliable Ways to Keep Your Best Employees 1016 528 Sprockets

As remote working opportunities and other lifestyle-friendly employment options have come to the forefront over the last several years, more top performers see themselves as “free agents” than ever before. A generous pension plan and a slew of insurance benefits may be enough to still retain B-players these days, but those who are true superstars in the workplace need a lot more to stick around.

The good news, however, is that the effort required to retain top talent creates a “winner-take-all” effect among companies who are able to keep morale and motivation high among the organization’s cream of the crop. What are the five most effective strategies to protect the investment that you made when you recruited your top workers to come aboard in the first place? Read the list below to find out.

How to Keep Top Performers

1. Offer Personalized Praise and Recognition

By definition, top employees go above and beyond their job description to accomplish tasks well outside of normal expectations. In turn, they often feel like they are picking up the slack for less capable team members. Should this extra effort continue to go unnoticed, high performers may begin to feel like their talents would be better used to contribute to another company’s mission.

It’s true that not all superstar employees are specifically motivated by praise, but that doesn’t make it any less important to focus on recognizing their unique contributions. Generic compliments, such as a simple “good job” from the team leader, don’t always cut it.

Talented adults usually need to feel like they are making a significant contribution in order for their motivation to stay high, so it’s often incredibly effective to offer praise for a seemingly small act or idea that nobody else would have thought of. Personalized compliments and recognition show that the organization is paying attention, and this degree of attention suggests that superior performance will be rewarded in the form of a promotion or other bonuses in the future.

2. Make Mentors Available

It can be lonely at the top, and the highest performers are often the employees who can benefit from coaching and mentorship the most. If the goal is truly to keep a superstar around for as long as possible, then it makes sense to help that superstar plan their long-term future with the company. If a great employee envisions all of the ways they can contribute to the company’s mission three years from now, then they’ll be all the more likely to actually be there in three years to make their vision a reality.

3. Provide Calibrated Feedback

As counterintuitive as it may sound, some of the most driven employees actually thrive on constructive criticism more than they do on positive feedback. The key, however, is to understand which of the top employees in the company respond best to what kind of feedback.

Having a manager who only points out what can be improved upon, for example, can actually help some superstars feel more valued. Likewise, tailoring the structure of a performance review to a top employee’s personality can boost retention significantly. High performers often crave personal growth, and they constantly need to feel challenged.

Needless to say, it’s imperative to be certain that you are only taking a hardline approach to feedback when it makes sense. Otherwise, you can easily alienate one or more of your best employees and find yourself scrambling for replacements at the drop of a hat.

4. Gradually Increase Workload and Responsibilities

Continually increasing a top performer’s responsibilities and workload is yet another way to provide a work environment where they are constantly challenged to grow. It’s important to note, however, that superstars may not always tell you if they need to lighten their workload. Thus, an increase in responsibility should always come with increased coaching, increased performance monitoring, or both.

Whereas mediocre employees will almost always try to avoid having to learn how to complete new tasks, superstars will take the company’s increased trust as a vote of faith and an incredible opportunity. To ensure the best results, make sure to scale up compensation opportunities or chances for recognition as workload increases.

5. Always Help Your Top Employees Develop New Capabilities

Without a doubt, one of the most reliable strategies for retaining top employees is to create a self-contained environment for professional and personal development. If a superstar in your company ever starts feeling like they need to go elsewhere to learn the skills they are interested in, then the reality is that they’ll be out the door before you know it.

It’s natural to think that you’re just making it easier for a great employee to leave your company by helping them expand their skill set, but this couldn’t be further from the truth. In fact, even if that were the case, there’s a strong argument to be made that putting every resource imaginable into helping top employees grow is still absolutely necessary. After all, your best employees today will be leading your company tomorrow if everything goes according to plan.

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A seasonal employee at a restaurant