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Employee Turnover

Happy c-store owner in front of her business

4 Reasons Why You Don’t Need Convenience Store Recruiters

4 Reasons Why You Don’t Need Convenience Store Recruiters 1016 528 Sprockets

It may be tempting to utilize convenience store recruiters and hire anyone that applies, especially when you have a shallow applicant pool. While that may seem like the best solution, that tactic will only propel you further into an endless cycle of costly employee turnover. See, you don’t need more applicants — you just need the right ones. 

Save your money and reduce your reliance on applicant flow. We’ll discuss how you can grab job seekers’ attention before your competitors, identify whether or not they are a good fit, and retain your high-quality hires long-term. 

The True Cost of Hiring the Wrong Employee

At a whopping 150%, c-store employee turnover is the highest it’s been since 2012! If you want to build reliable teams who will foster a happy, productive environment, then it’s crucial to hire the right people from the start. Quality over quantity is key since one poor hire can cost your c-store more than $5,000, according to Cornell’s Center for Hospitality Research. Luckily, this expense is easily avoidable if you know how to leverage the resources already at your disposal. 

Say Goodbye to Convenience Store Recruiters and Start…

1. Optimizing Job Postings

How can you make your job opening stand out amongst millions? Put yourself in your applicants’ shoes. Be specific, clear, and concise. Postings with 300 words or less get more applicants, according to LinkedIn. An effective job posting includes an accurate title, required skills, qualifications, company’s culture, mission, core values, and salary details. In fact, 67% of job seekers are more likely to apply for a position when a salary is included. Remember, the quality of your job posting will attract similar quality applicants.

Tip: Get hours back in your day by posting to multiple job boards at once with Sprockets!

2. Hiring for Coachability 

Sometimes, the best hires are the ones who don’t have direct industry experience. You can easily train someone to operate a cash register or prepare food, but you cannot teach them soft skills like coachability. Ask specific questions during the interview process to gauge an applicant’s soft skills. For example, you might ask “Explain a time when you failed to meet expectations. How did you persevere?” to understand how they receive feedback. It’s better to hire for attitude and train for skills. 

3. Maintaining Employee Engagement

C-stores with engaged employees are 22% more profitable than those with unengaged associates. Despite this not-so-shocking fact, 66% of workers aren’t fully engaged at their workplace, leading to a reduction in productivity and employee retention. Ensure your c-store associates feel appreciated (and engaged!) by conducting team-building exercises. Simple games like two truths and a lie instills trust and camaraderie amongst your associates. Plus, having a friend at work is proven to increase employee engagement. 

4. Predicting Applicant Success 

Top brands trust Sprockets’ solution to help them hire and retain the best applicants every time. The platform is proven to boost employee retention by an average of 43%. There’s no need for c-store recruiters because our simple one through ten scoring system (ten being the perfect fit) makes it easy to see who will succeed and stay long-term. Sprockets’ users even spend 37% less time on the hiring process, empowering them to focus on daily operations.

“I’m able to be selective instead of just taking anybody that applies.”

– Sprockets Customer

The Sprockets Team with Customer Success Lead

Sprockets Expands Leadership Team to Rapidly Transform a Broken Hiring Process

Sprockets Expands Leadership Team to Rapidly Transform a Broken Hiring Process 1016 528 Sprockets

The current hiring process is broken; our mission at Sprockets is to transform it into an equitable one for all. After our series A funding, we immediately began expanding our teams to make that vision a reality for even more businesses in the hourly workforce. We followed our own advice and used both internal and external recruitment methods: one individual was promoted internally, while another new hire was made through an employee referral. Both external hires received a high Sprockets fit score which made the decision a no-brainer. 

The Sprockets platform is the easy, effortless way to hire and retain high-quality individuals. Our hiring solution analyzes applicants’ answers to three simple survey questions to determine whether or not they will succeed and stay long-term like your current top performers. It’s proven to dramatically reduce costly employee turnover and eliminates the need for resumes and even interviews. 

Meet Our New Sprockstar Leadership Team

So, without further adieu, here are the new members of our leadership team: Christian Palombo, Eric Lou, Katie Tumbleston, and Bailey Griffin. 

Christian Palombo, Chief Revenue Officer (CRO)

 

“With the right process, technology, enablement, and team, there will be no limit to our success at Sprockets.” 

Christian headshot

1. Tell us a little about your past experience. How did you get here? 

I have been fortunate to work with amazing people at hyper-growth startups in similar industries as Sprockets. My previous experiences at companies like Upserve and EverQuote allowed me to establish successful approaches to scaling SaaS B2B startups. When I spoke with Sprockets’ Chief Marketing Officer, Chad Troutman — who happens to be my former colleague at Upserve — I knew this was an opportunity that I could not pass up.

2. What drew you to Sprockets? 

I am passionate about solving challenges about the future of work. I believe that emerging technologies, advanced analytics, and workflow automation will change the experiences for both employees and customers. Sprockets applies these advanced applications today to directly address the labor crisis and support the largest class of employees in the United States: hourly workers. 

3. How will your role help our company grow? 

With the right process, technology, enablement, and team, there will be no limit to our success at Sprockets. I believe it is my responsibility to ensure Sprockets has the right blend of people, processes, and technology to solve problems for our customers and scale our business. 

4. What has been your favorite part of the role so far? 

My favorite part has been solving problems for our customers. Our customer base has been deeply impacted by the labor crisis and current market conditions. Working with customers to address uncontrollable employee turnover, shuttered business operations, and financial burdens has been extremely rewarding to me personally.

5. What would you say to potential job seekers considering applying to Sprockets? 

DO IT! There are very few professional opportunities in life where you can make a significant impact, grow personally and professionally, and help advance an industry. 

Eric headshot

Eric Liou, Chief Product Officer (CPO)

 

“The company has a great culture, filled with collaborative and passionate people who are all marching towards the same goal.”

1. Tell us a little about your past experience. How did you get here?  

I’ve spent over 20 years working in digital product strategy, design, and development at large companies as well as startups. I’ve helped three startups before, one of which was my own that I co-founded back in 2005. I’ve launched over 15 products in my career and have led product, design, and engineering teams.

2. What drew you to Sprockets?

The company mission and the potential of the product drew me to Sprockets. I find our mission a noble one — we are helping people maximize applicants’ potential by finding jobs that align with their skill sets and core values. At the same time, we’re helping companies hire better candidates and retain them for a longer period of time. We’re solving all of these key problems in an innovative way with a platform that leverages psychology and cutting-edge technology.

3. How will your role help our company grow? 

As Chief Product Officer, I’m primarily focused on setting a clear, compelling product vision and an effective strategy that will help us achieve that vision in the most effective way possible. Additionally, I’m here to create a great product culture that is driven by trust, autonomy, and delivers consistent product innovation for our customers and our business. Lastly, I’m tasked with building and scaling the organization across product management, design, and engineering.

4. What has been your favorite part of the role so far? 

My favorite part is discovering all the product opportunities at hand. There are so many avenues to take the platform on and so many problems to solve in the HR space, that I’m excited to strategize on how to best tackle them.

5. What would you say to potential job seekers considering applying to Sprockets?

The company has a great culture, filled with collaborative and passionate people who are all marching towards the same goal. Sprockets empowers you to bring your best self to work and trusts in you to make the right decisions. This type of environment breeds so much creativity and innovation that personally, it’s my ideal place to work. We are hiring across all functions within product management, design, and engineering. Feel free to reach out if you’d like to chat!

Bailey Griffin, Customer Success Team Lead

 

“We also use the power of Sprockets to help us hire.”

Baily headshot

1. Tell us a little about your past experience. How did you get here?

I was born and raised here in Charleston, so after studying in Clemson, I couldn’t help but come back and replant my roots here.

2. What drew you to Sprockets?

You hear it all the time, but I was truly looking for a company that had a culture that fit who I was and gave me the potential to get where I wanted to be. Lo and behold, I found the perfect place for that! I clicked with everyone in the company, which made the transition into my position smooth.

3. How will your role help our company grow?

I have had the opportunity to move throughout different departments here at Sprockets, so I have seen all sides of the business. Now that my feet are set in Customer Success, I truly can see where our customers’ pains lie and what they are looking for. Having the background knowledge of our customer’s pain points is invaluable, and I strive to utilize that knowledge to improve the CS team, the platform, and ultimately revamp our customers’ way of hiring.

4. What has been your favorite part of the role so far?

During my time here at Sprockets, the company and the product have changed immensely, but the core of Sprockets is still the same. I joined the team when there were only a handful of people in the room, naturally bonding us together to have strong relationships. Now, with over 50 people in the (virtual) room, you still get that tight-knit feeling.

5. What would you say to potential job seekers considering applying to Sprockets?

Take it from us, we know whether or not you are a good fit! Seriously, we also use the power of Sprockets to help us hire. So not only do we know if you would be a good fit, we also know which department will be the best fit for you. Come join us! 

Katie headshot

Katie Tumbleston, Talent Acquisition Manager 

 

“Much of my studies, passion, and career history is directly aligned to creating a just and equitable world.”

1. Tell us a little about your past experience. How did you get here?  

I have a varied background with titles ranging from Development Associate to Founder and CEO; however, I fell into recruiting and talent acquisition a little over five years ago. I refined and honed my skills in recruiting and hiring after launching an on-demand babysitting software business. Later, I expanded into medical recruiting in Australia and tech recruiting back in the States.

2. What drew you to Sprockets?

The potential for Sprockets to change the landscape of hiring was the initial draw. Much of my studies, passion, and career history is directly aligned to creating a just and equitable world for all walks of life. A close second was the opportunity to build a talent acquisition department from the ground up. This is an opportunity to have a large impact on a company, its culture, and ultimate success — I couldn’t pass that up!

3. How will your role help our company grow? 

We are doubling our headcount this year alone. Each and every role for which we are hiring is crucial to the immediate and long-term success of the company. 

4. What has been your favorite part of the role so far? 

Working with the hiring managers and learning more and more about their individual personalities has been my favorite part of my role. I’ve also thoroughly enjoyed the opportunity to share our story and vision with prospective candidates and see their faces light up. It shows me that we have something really special to offer customers, job seekers, and our staff. 

5. What would you say to potential job seekers considering applying to Sprockets?

I would suggest taking some time to research our product, target market, and current employees via LinkedIn. Consider whether or not working within a startup environment is right for you. 

6. Do you have anything else you’d like to share? 

I’m thrilled to be on this journey with the Sprockets team and would be happy to talk to anyone interested in joining us!

Become Our Next Sprockstar

We’re hiring! Join us on our mission to create an equitable hiring process for all. Our organization is completely remote, but our team is stronger than ever. Why? We’re so confident in our solution that we even use it to hire our own employees. Plus, we organize quarterly company events at our home base in Charleston, South Carolina.

Sprockets Job Opportunities
A person stressed-out on a laptop and text reading "Why Is Hiring So Hard Right Now?"

Why Is Hiring So Hard Right Now?

Why Is Hiring So Hard Right Now? 1016 528 Sprockets

The hiring process can be one of the most stressful aspects of owning and operating a business. And that was true even before the COVID-19 pandemic and national labor shortage in the US. Today, companies are struggling so much to hire and retain employees that it might feel impossible to maintain stable staffing levels. Let’s discuss some of the pains you may be facing and offer proven solutions so that you never again have to ask, “Why is hiring so hard right now?”

Common Hiring Challenges and How to Overcome Them

“I Have No Applicants”

One of the most common complaints we hear from business owners about the hiring process is that they simply can’t get anyone to apply. And, with 11.5 million job openings in the US, it’s easy to see why some people feel that way. Job seekers have so many options right now, and the competition is fierce to grab their attention. While we believe this problem can be solved by increasing employee retention and hiring the right applicants from the start (even if you only have a few to choose from), we’re happy to provide some tips on how to increase applicant flow quickly.

Offering a competitive compensation package is one of the fastest ways to get more applicants, as long as you are able to do so. Just make sure you promote this clearly in your job postings. Too many people make the mistake of waiting until the interview to discuss pay. 

Patrick O’Rahilly, the founder of FactoryFix, shares his opinion on the matter: “I suggest complete transparency from the start. In fact, pay and salary rates should ideally be on the initial job posting. We’ve seen jobs that do not post a salary or pay rate receive only about half the applicants compared to jobs that do.” 

You can also widen your potential talent pool by considering more teenagers and entry-level workers as well as retired citizens who are looking to get back into the workforce. These groups of people can be some of the most eager to learn, adapt, and help your business grow.

“I Don’t Have Time for the Hiring Process”

Time is money, which makes the lengthy hiring process costly for individuals who normally need to focus on other tasks. For instance, the general manager of a fast-food restaurant that’s already understaffed might have to cover shifts for a cashier who called out or quit. So, they’re forced to operate a register and take customers’ orders rather than look through resumes and find someone for that role they so desperately need to fill.

However, let’s pause for a moment and rethink the idea of resumes. The tradition actually dates back over 500 years to when Leonardo DaVinci wrote a letter outlining his experience to earn patronage in 1482. Businesses can’t afford to rely on such outdated practices, especially during a labor crisis. It’s time-consuming, stressful, and ineffective.

Instead, streamline your hiring process with solutions like the Sprockets platform that shows you the best applicants without the need for resumes or interviews. Users spend 37% less time on the hiring process, on average. Think about how many hours that equates to in your work life and what a difference it could make to get those hours back!

“My Employees Keep Quitting”

Employee turnover is another major reason why hiring is so hard right now. According to ADP Research Institute’s People at Work 2022: A Global Workforce View, 7 in 10 workers have considered a major career change this year. Another study found that 55% of hiring managers said retention and turnover are the top issues hurting their ability to hire staff and grow their companies. (That means turnover ranked above hiring, in general, as their No. 1 struggle!)

We spoke with our very own talent acquisition manager, Katie Tumbleston, to get her thoughts on the employee retention challenges that businesses are facing right now: 

Katie Tumbleston“We are in the midst of real change when it comes to the dynamic between employers and employees. This change is and will continue to be uncomfortable for employers as they navigate how to best retain quality employees. They need to find answers and solutions for questions such as, ‘How much flexibility do we allow for start and finish times? Should we offer a four-day workweek? How much PTO do we encourage staff to take? How do we support both entry-level and more senior workers/staff in their growth? What perks and incentives can we provide to ensure our staff stay and continue to thrive with us?’” 

It can take some time to ponder these questions and discover what’s right for your particular business, but there are a few key points to remember. First, start focusing on improving employee retention, especially when it comes to keeping your best workers. Also, make sure you keep current employees engaged with team-building activities as well as growth opportunities. More and more people are searching for meaningful careers — not dead-end hourly jobs. You can provide this to your employees, even in the fast-food industry.

Make Hiring Less Stressful With Sprockets

The fastest, easiest way to solve all of these problems is with Sprockets’ hiring platform. It reveals which applicants will succeed like your current top performers, removing the guesswork and drastically reducing the time you need to spend on the hiring process. You can even get instant alerts when Sprockets finds your ideal applicant, then reach out to set up an interview or extend an offer in seconds. It’s trusted by top brands like Chick-fil-A and is proven to improve employee retention by 43%, on average.

Schedule your free demo of Sprockets today! It only takes 15 minutes to get started, and it will save you numerous hours in the long run.

A circle with personality traits and "9.1: Top Match"
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.

 

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. 

 

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 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.

Find Applicants Who Will Succeed and Stay Long-Term

If you want to know how to keep top performers like top brands, the secret is Sprockets. Our AI-powered platform predicts applicant success to ensure you always hire the best employees from the start. And, since they’re much more likely to stay long-term, you can focus your efforts on other important daily operations (and save yourself from the headaches of the hiring process). Businesses see a 43% improvement in employee retention, on average!

A seasonal employee at a restaurant
Stressed female hiring manager at work.

Common Hiring Mistakes: Are You Making These Bad Hiring Decisions?

Common Hiring Mistakes: Are You Making These Bad Hiring Decisions? 1016 528 Sprockets

Hiring issues are often unavoidable. However, understanding the common hiring mistakes employers make will help you break the pattern in your own hiring process. For example, suppose you’re considering two applicants for a position you’ve desperately been trying to fill. The first individual has three years of direct industry experience and is even fluent in American Sign Language. 

Staring at the second applicant’s resume now, you notice they’ve never actually worked in your specific industry. Who would you hire? The answer is far more complicated than some may think. Continue reading to see if you’re making bad hiring decisions, and discover the costly impact it can have on your business. 

 

 

What Are the Most Common Hiring Mistakes? 

1. Poor Screening

Inadequate – and even nonexistent – background checks account for 43% of bad hires, according to a study from CareerBuilder. It can be tempting to simply hire anyone during a labor shortage, but it is still important to verify applicant information so you can feel confident moving forward in the hiring process. Plus, you don’t want to waste resources on an applicant that won’t succeed or stay long-term. 

2. Prioritizing Resumes 

78% of job seekers have exaggerated or even lied about their experience on a resume, according to a recent survey. Of these 800 people, (comprised of job applicants, hiring managers, and other human resources personnel), 60% admitted to lying about mastery of a skill on their resume such as fluency in a foreign language. Additionally, prioritizing one’s resume won’t show you the whole picture of who they are as a person. That piece of paper does not reveal their character or soft skills – skills that cannot be taught, such as self-awareness and intuition. 

3. Avoiding Technology 

Some people may worry technology like AI screening tools will replace human labor, but it’s actually quite the opposite! Technology empowers employers and employees to efficiently achieve their daily operations. Recent innovations can improve your employees’ productivity and quality of work. 

4. Posting Vague Job Descriptions

It’s easy to overlook the importance of your job descriptions and only include the bare minimum of information. However, a recent study found that 67% of job seekers are more likely to apply when a salary is included in the posting. Failure to be specific about applicant qualifications and expectations can result in a shallow applicant pool.

The True Cost of Bad Hiring Decisions

One bad hiring mistake can cost your business thousands of dollars. In fact, it can cost up to $5,864 to replace a single hourly worker, according to The Center of Hospitality Research. This expense includes pre-departure, recruitment, selection, training, and lost productivity. However, the financial impact isn’t the only thing you need to worry about when you make hiring mistakes. There are several “hidden” costs of employee turnover. Keep in mind that bad hiring practices also affect productivity, morale, quality of work, and even the customer experience.

How to Avoid Hiring Mistakes

The best way to avoid hiring mistakes is to be more selective during the recruitment process. What characteristics make up your ideal employee? Do the individuals you’re interviewing share any of these traits? Of course, quality over quantity is easier said than done, especially during a labor crisis and global pandemic. Read our blog, “How to Improve Your Hiring Process: 4 Best Practices” to learn how to reduce costly turnover and start hiring the best employees every time.

Hire 37% Faster and Retain Employees Longer 

What if you could predict applicant success without a resume? It’s possible with Sprockets’ AI-powered platform. Our Applicant Matching System reveals which potential hires will succeed like your top performers, empowering you to only hire employees who will stay long-term. Plus, Sprockets users spend 37% less time on the hiring process. Say goodbye to wasted time and costly employee turnover.