Employee Turnover

A businessman on a phone with text reading, "How to Create a Mobile Recruiting Strategy to Attract More Applicants"

How to Create a Mobile Recruiting Strategy to Attract More Applicants

How to Create a Mobile Recruiting Strategy to Attract More Applicants 1016 528 Sprockets

Recruitment will further rely heavily on data, AI, and technology. Therefore, engagement and onboarding tactics must match today’s needs via data-driven solutions. Imagine a world where you don’t have to leave your desk to access the greatest talent out there. Instead, they’re accessible directly from your smartphone.

While mobile recruitment is not new, it has undoubtedly grown popular in recent years. This is due to the ability to reach targets that perhaps traditional methods can’t. Recruitment processes can be frustratingly slow if you don’t know where to look or how to approach them. Mobile recruitment makes it easy to reach targets and talk to qualified applicants within the timeframe you need.

 

What Is a Mobile Recruiting Strategy?

A mobile recruiting strategy makes it possible for companies to reach employees anywhere in the world. As a result, it reduces the time to post ads, find applicants, and give interviews. In addition, it allows companies to reach potential applicants who may have difficulty making contact.

It means that the hiring manager can stay connected with employees and other business members. They can easily connect with colleagues through social media, email, and text messages while handling the initial stages of the recruitment process.

Benefits of Mobile Recruiting

The importance of a mobile recruiting strategy cannot be understated. As technology advances, people begin to use phones for other purposes. The benefits of mobile recruiting extend far beyond the increased efficiency. It provides a platform for communication and eliminates the need for paper-based recruitment procedures. For instance, recruitment can begin virtually anywhere with the click of a button. This increased efficiency coupled with a new generation of workers has resulted in companies having an advantage over their competitors.

How Does a Mobile Recruiting Strategy Benefit the Candidate and the Recruiter?

Mobile recruiting is one of the most effective ways to engage and understand your customers on a more personal level. It also helps them know what you’re offering and accommodate any changes made to their needs.

Benefit to the Applicant

Recruiting through a mobile strategy allows you to take advantage of local knowledge and put technology to work for you. You can create personalized and engaging content for each applicant as well as customize their experience using information from their online profiles. 

Benefit to the Recruiter

 Mobile applications allow you to reach applicants within minutes instead of hours or days. You can keep up with applicants as they move throughout their careers. Unfortunately, try as we might, we can’t hold the recruitment process responsible for a person choosing to skip the traditional recruitment channels. But if there is one thing we can do, it is to reduce the time applicants stay on hold and increase the number of potential applicants, leading to easier interview decisions.

Create a Mobile-Optimized Job Page

A well-optimized jobs page can attract applicants from all over the world. It makes them more likely to read an advertisement when they see it on their mobile devices. Consider building a career page that includes social bookmarking options. Be sure to set up effective methods for job seekers to submit their resumes as well.

Use Influence Marketing

One effective way to generate more applications for your job is through social media marketing. Connect with potential applicants on social media instead of sending mass email blasts to people who may not be interested. Learn how to identify and target people interested in your field by researching their social media profiles. Then employ social media tactics like these to get them to apply for an interview or sign up for your newsletter.

How Sprockets’ Software can Help

A woman working in a restaurantSprockets is solving real problems for small and large businesses by integrating AI in the recruitment process. With this approach, we are able to create unique success profiles that reveal which applicants are the best fit for your business. Our platform does this by sourcing resumes from various outlets — current employees, recent graduates, social media channels, and more. Sprockets’ application then matches these candidates with jobs that suit their skill sets and interests based on criteria. In addition to our AI platform, Sprockets tools allow you to post job postings to popular job boards for free. 

Schedule a Free Demo

 

 

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The Importance of Person-Environment Fit When Hiring

The Importance of Person-Environment Fit When Hiring 1016 528 Sprockets

Hiring managers sometimes focus too much on the qualifications and experience of applicants that they ignore something that can be even more important: whether or not the applicant is a good fit for their organization. So, how do you evaluate this in applicants? We’ll explore several types of person-environment (PE) fits that matter when scoping out new talent for your organization. We’ll also consider some person-environment fit examples and suggest tools that will help you identify the perfect-fit candidates.

What Does Person-Environment Fit Mean?

Person-Environment fit theory is based on the assumption that people perform at their best when they are in an environment that closely matches their needs, skills, and personalities. Typically, within organizations, you can identify which employees are great fits for their position and the company culture.

Hiring managers can rely on intuition, to an extent, to predict who is likely to fit in well. However, gut instinct may not always be the most reliable resource, especially in larger organizations that hire many people in different departments. One way to get over this hurdle is to establish a framework with reliable criteria to predict whether someone is a good fit before you hire them. An excellent place to start is understanding the various types of person-environment fits.

The Different Person-Environment Fits

Person-Vocation Fit

Person-vocation fit is something that goes beyond your organization and focuses on the individual. It’s based on the notion that employees may not always be in the profession that best suits them. For example, if Sam is a computer programmer and spends his time daydreaming about making independent films, he likely will not be an ideal employee for your company. This exceeds any personality clashes someone may have with Sam and speaks to his suitability for a specific profession. Therefore, when vetting out if someone is a vocation fit, understand how the individual’s aspiration fits within the job. Understanding how they foresee themselves growing in the position is an excellent indicator for if they’re in the right career or not.

Person-Job Fit

Some applicants may have a strong interest and aptitude for a career, yet they still need to find the right job. When seeking the ideal candidate, try to scope out if the daily activities of the job match with the person’s background, interests, skills, and goals. If not, it’s likely that either the employee or the organization will be dissatisfied with the arrangement.

Person-Organization Fit

To address this one, you need to be clear about your own company culture and the type of applicants that would make the ideal fit. For example, you may have hired Susan for a job that she’s perfectly qualified for, and she might have appeared to be the ideal applicant on paper. However, her personality may not blend well with your organization. If your company encourages independent thinking while Susan is accustomed to a more structured environment, the person-organization fit will not be an ideal match.

Person-Group Fit

One of the main aspects of most jobs is working in a team. An individual may click well with the company as a whole but may not fit within a specific group or department. When considering a candidate, you need to predict if they’ll be a helpful addition to the team. Questions such as, “Can you tell me about a time you worked well with a team?” are good options for determining whether an individual is a good person-group fit for your company. 

How Can Recruiters Find the Ideal PE Fit?

Now that you’re familiar with the different person-environment fits, you want to find applicants who are an overall good match. This means finding applicants that are the right fit for their vocation, job, group, and company. In other words, you want to look at the person-environment fit that includes all of the factors listed above. So, how can you identify such specific candidates?

Pay Equal Attention to Hard and Soft Skills

You want candidates who have the skills and experience necessary for the position. However, don’t overlook soft skills, such as communication, teamwork, and flexibility. It’s often a person’s soft skills that determine whether they’re a good fit or not.

Create a More Productive Workplace

It is challenging to determine if someone is a good fit for their organization. But with the knowledge of PE fit, you can better identify a candidate’s needs, skills, and personality, making the hiring process easier. By using the principles of person-environment fit, you can establish: 

  • A more efficient hiring process
  • A more harmonious workplace
  • Less employee turnover
  • Higher productivity

Use Personality Assessments

A personality assessment is one of the most reliable ways to find out what makes someone tick. Answers to common interview questions, while helpful, aren’t always truthful. A personality assessment, on the other hand, goes quite a bit deeper than simple questions. There are special programs to help you accomplish this. Sprockets’ personality assessment software matches applicants based on the top-performing talent at your company. 

It does this by using a Mental Makeup Analysis (MMA) report that analyzes over 50 characteristics to deliver a comprehensive report. Then, applicants are scored on a scale from 0 to 10, providing a precise prediction on how good a fit they are likely to be.

Establish a More Effective Hiring Process

A woman on a laptop hiring applicantsBy screening applicants with assessments before interviews, you can cut down on the number of interviews and only talk to the most promising applicants. This will result in more insightful and productive interviews. You can also use Sprockets’ applicant matching software that creates a unique profile based on the top-performing talent at your company. This profile is used to screen candidates and make a data-driven decision on whether or not they’re the right fit before you interview them, saving you time and money. 

Find out more about how Sprockets can help you find candidates who are the right fit. We offer personality assessments and other innovative tools that will help you find the ideal candidates for your organization.

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!

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How to Improve Employee Retention With Artificial Intelligence

How to Improve Employee Retention With Artificial Intelligence 1016 528 Sprockets

Did you know that the average cost of losing an employee can be more than $5,000, according to a study conducted by The Center for Hospitality Research at Cornell? This includes costs associated with pre-departure, recruiting, selection, training, and lost productivity. Plus, you have to consider the amount of time this whole process wastes when you could focus on important daily tasks instead.

Luckily, there are tools available that can improve employee retention with artificial intelligence! Sprockets, for instance, provides a user-friendly platform with a whole suite of sophisticated, AI-powered solutions. It predicts which applicants are the most likely to succeed and stay long-term, helping you build better teams from the start and reduce costly employee turnover.

Sprockets: Improving Employee Retention With Artificial Intelligence

How It Works

The way Sprockets works is simple. First, it creates a benchmark for success based on the personality traits of your current top-performing employees. Each incoming applicant is then evaluated with that unique success profile, allowing the Sprockets software to identify shared characteristics. Then, you can select the candidates with the highest “fit scores.” It removes the guesswork and reduces the number of interviews necessary to find the ideal employee.

Plus, the Sprockets platform includes free job posting to websites like ZipRecruiter and Snagajob ($400 value), reveals which applicants would provide Work Opportunity Tax Credits, and offers virtual recruiters who send instant alerts when a match has been found!

The Benefits

Owners and operators, especially in fast-paced industries with high rates of turnover, don’t have nearly enough time to search for applicants. That’s what makes Sprockets so essential. It’s the missing ingredient in your hiring process, empowering you to find and retain the best workers with less effort and resources. Here are the results that Sprockets users enjoy, on average:

  • 43% improvement in 90-day employee retention
  • 37% less time spent on the hiring process
  • 22% increase in annual employee retention

Success Stories

So, you know that our solution is powered by AI and proven by data. Now, it’s time to see what others have to say about Sprockets! These are only two of the many testimonials we’ve received from happy customers:

“We’re pleased with the investment, and we are absolutely going to continue to [use Sprockets] because it cuts down the amount of time we would spend on bad interviews.”

– Michael Mann, General Manager, Chick-fil-A

“The onboarding process was extremely easy. It was fast and very professional. I can’t think of a single problem or glitch that we had. As far as [Sprockets] being trustworthy, I would give that a giant stamp of approval.”

– Alecia Pineo, Owner, Visiting Angels

Match, Hire, and Retain Top Performers

The Sprockets platformStart improving your employee retention with Sprockets! It removes the guesswork from the hiring process, making it simple to select the ideal applicants and stop the cycle of costly turnover. You’ll even get access to free job postings, tax-credit experts, and virtual recruiters to source and screen candidates more effectively.

Schedule a brief demo now to see how Sprockets can improve your retention by 43%!

A man on a laptop in a restaurant with text reading "How to Measure the Quality of Potential Employees"

How to Measure the Quality of Potential Employees

How to Measure the Quality of Potential Employees 1016 528 Sprockets

Hiring new employees is a time-consuming and expensive task for any employer. Nothing is more frustrating than when new hires leave after just a few months on the job. All the effort and resources that went into hiring, training, and onboarding the employee have now gone to waste. 

This problem has raised the awareness among recruiters and HR departments about the quality of hire. A concept that has gained traction in the last decade, 39 percent of talent scouts consider the quality of hire to be the most critical performance metric. Let’s dig a little deeper to learn how it can help your employment practices.

What Does Quality of Hire Mean?

Put simply, quality of hire metrics measure the value that an employee brings to the company. With new hires, the goal is to assess the employee’s potential contribution over the long term. It attempts to answer key questions, such as will new employees bring value to the work? Will they be compatible with the company values? Will they work well with other team members and fit the company culture?

Perhaps the biggest question of all is what does quality of hire mean? This is open-ended. It can mean different things to different companies. Each company has unique needs and, therefore, will have its variables in the quality equation. Some of the common indicators include the following:

  • Employee Retainment: The longer an employee stays, the more value they’ll bring to the table. 
  • Employee Task Performance: Performance reviews play a key role in assessing an employee’s contributions.
  • Employee Accomplishment: Do employees achieve their goals and tasks on time?
  • Employee Time to Value: The amount of time it takes for an employee to be fully onboarded and trained is an early sign of potential value.
  • Customer Satisfaction: Do they go above and beyond for the consumer and add value to your customer satisfaction?

Sprockets has developed an innovative method to determine which quality indicators are suitable for your company. Choose your top employees and administer a personality assessment test. With the results, Sprockets generates a Mental Makeup Analysis report. The MMA report identifies the top five qualities of your best employees, providing you with a quality template for future hires.

Why Is Quality of Hire Important?

The process of determining quality of hire metrics may seem time-consuming and irrelevant. However, the real delay in the hiring process is constantly posting the same position on job boards because you can’t find a good fit. In addition to improving your employee retention rate, a quality hire can provide the following for your workplace:

  • Strengthen and enhance company culture
  • Improve strategic hiring decisions
  • Get quantifiable outcomes of your recruitment technology
  • Gain insights into the candidate experience
  • Increase competitiveness in attracting talent to your company

Quality of hire benefits the long-term growth of a company. A workplace full of long-term employees committed to and invested in the company’s future raises job satisfaction and stimulates and fosters creative, synergistic growth.

How Do You Measure Quality of Hire?

While each business can develop its own method for measuring quality of hire, a recommended formula has gained traction. Hire by Google recommends adding your key indicators together, using the indicators from your MMA report, divide by the number of indicators, and then multiplying by 100. For example, add the scores for employee task performance, employee accomplishment, and customer satisfaction together, divide by three, then multiply by 100 to get the quality of hire percentage. 

But how can you compare this percentage to your job candidates? This is where artificial intelligence comes in handy. Sprockets has developed a powerful software tool that matches the applicant pool to your benchmarks. With the information you gained from the MMA report, you can utilize the matching software to find candidates with similar industry knowledge, skill set, work ethic, etc.

With the aid of these tools, measuring the quality of hire becomes a scientific process that gives you measurable results. Defining quality is always a subjective endeavor, but the MMA report and matching software from Sprockets provide the standard of uniformity needed for reliable results.

Start Improving Your Quality of Hire Today

Someone on a laptop screening high quality candidatesWhen starting to measure the quality of potential employees, it’s important to talk to the stakeholders. Open conversations with long-term valued employees about retention, the company culture, and other topics that influence new hires. Let them know that you value their input and honesty to help you build a complete picture of the business. 

Recruitment platforms like Sprockets can help you find quality hires. Sprockets uses AI-powered applicant matching solutions to help find the best personnel for your company. 

Schedule a demo today and learn how Sprockets can be integrated into your recruitment process to find quality hires.

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

4 Myths About Attracting and Retaining High-Quality Talent

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

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

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

1. The Best Talent Must Have Years of Experience

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

Inexperienced Workers Are Moldable

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

They Have More Potential for Growth

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

They Are Passionate

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

2. A Resume Says Everything About a Candidate

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

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

3. Hiring Managers Know How to Hire

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

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

4. You Should Only Recruit When You Have an Opening

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

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

Effective Digital Recruitment

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

Use Pre-Employment Assessments

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

Consider High Potential Candidates Have Some Shortcomings

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

Prepare to Train-on-the-Job

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

Use Technology to Assess Candidate Suitability

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

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

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

Maintain Healthy Staffing Levels With a Virtual Recruiter From Sprockets

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

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

Increase Applicant Flow

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

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

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

Improve Employee Retention

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

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

Get Your Virtual Recruiter Today

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

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

The Best Ways to Reduce Employee Turnover

The Best Ways to Reduce Employee Turnover 1016 528 Sprockets

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

9 of the Best Ways to Reduce Costly Employee Turnover

Hire Applicants Who Are a Good Fit

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

Quickly Fire People Who Don’t Fit

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

Keep Wages and Benefits Current

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

Recognize and Reward Employees

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

Offer Work Flexibility

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

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

Promote Employee Engagement

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

Offer Career Development Opportunities

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

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

Conduct Quality Exit Interviews

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

Add Sprockets to Your Hiring Process

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

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

How to Identify the Warning Signs of Employee Turnover

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

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

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

4 Common Warning Signs of Employee Turnover

1. Changes in Work Routines

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

2. Absenteeism and Tardiness

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

3. Change in Attitude 

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

4. Low Engagement

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

Reduce Costly Employee Turnover With Sprockets

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

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

The Top Reasons Why Employees Leave a Company

The Top Reasons Why Employees Leave a Company 1016 528 Sprockets

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

6 Reasons Why Employees Leave Companies

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

1. Lack of Flexible Work Arrangements

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

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

2. Lack of Appreciation

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

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

3. Lack of Progress

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

4. Poor Workplace Culture

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

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

5. Excessive Workload

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

6. Changes in Personal Life

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

Reduce Employee Turnover With Our AI-Powered Solution

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

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