Attracting, engaging, and retaining the right people is a process that requires a personalized strategy. Just as no two companies are identical, neither are their approaches to building a strong, committed workforce. A one-size-fits-all solution simply won’t cut it.
According to research by the Integrated Benefits Institute (IBI), 61% of employers struggle to retain their employees while 73% have difficulty attracting them. The institute also found that the cost of turnover is equivalent to 1-2 times an employee’s salary, which becomes a significant expense if turnover is high.
Let’s dive into how you can create a customized strategy for your organization to attract, engage, and retain the right people.
Define your unique employer brand
Your employer brand is the core of your talent strategy. It’s what sets you apart in the marketplace and tells potential employees why they should work for you.
According to Achievers, most often people choose to join and stay at an organization because of their compelling employee value proposition (EVP), which encompasses all the benefits and opportunities your company offers.
Best Practice: Create an employer brand that’s true to your company’s identity. Understand what your organization stands for and what makes it a great place to work. Use this to attract the talent you want, and ensure your message is consistent across all platforms.
Engagement Tip: It is essential that your current employees are aligned with your brand. Their enthusiasm and advocacy are key to attracting others who will fit in well.
Avoid: Don’t create a brand that doesn’t match the actual experience. If there’s a disconnect, new hires might become disengaged and leave quickly.
Tailor your hiring process to fit your culture
Your hiring process should reflect the specific needs and values of your organization. It’s not just about filling roles; it’s about finding the right people who will thrive in your environment and contribute to your long-term success.
Best Practice: Customize your hiring process to focus on the qualities and skills that matter most to your organization. This might involve specific interview techniques, assessments, or even job trials that help both you and the candidate see if it’s a good fit.
Engagement Tip: Involve current employees in the hiring process. Their insights can help determine whether a candidate will be a good cultural and functional fit, and it gives them a stake in the company’s future.
Avoid: Don’t rely on generic hiring processes that don’t consider the unique dynamics of your company. What works for others might not work for you.
Create an onboarding experience that reflects your values
Onboarding is your chance to make a great first impression and set the tone for the future. It’s more than just orientation; it’s about integrating new hires into your culture and setting them up for success.
Best Practice: Develop an onboarding program that reflects your organization’s values and work style. Provide new employees with the tools and support they need to hit the ground running, while also immersing them in your company’s mission and values.
Engagement Tip: Make onboarding an ongoing process. Regular check-ins, mentorship, and peer support can help maintain engagement and address any concerns in the first few months.
Avoid: Don’t treat onboarding as a one-size-fits-all process. Different roles and departments might need different approaches, and flexibility can improve new hire engagement.
Offer development opportunities to keep employees engaged
Employee engagement doesn’t stop after onboarding—it’s an ongoing process that requires attention and investment. Offering growth and development opportunities is one of the most effective ways to keep employees engaged and committed.
Best Practice: Create a tailored development strategy that aligns with your organization’s goals. This might include leadership development, cross-functional training, or access to new projects that challenge and inspire your employees.
Engagement Tip: Encourage employees to take ownership of their development. Offer them the resources and support they need to not only pursue their professional goals but also help you reach your company goals. And be sure to recognize their achievements along the way. Many companies offer free learning libraries as added perks for their employees. It’s a win-win situation.
Avoid: Don’t assume that standard training programs are enough. Development opportunities should be relevant and valuable to both the employee and the organization.
Establish a communication style that resonates with your team
Effective communication is key to keeping employees engaged, but the way you communicate should reflect your organization’s unique culture. Whether formal or informal, your communication style should promote inclusion and transparency.
Best Practice: Develop communication practices that fit your company’s culture and structure. This might include regular updates from leadership, newsletters or open forums for feedback. At Pivot Strategies, we utilize a Slack channel that allows for spontaneous and honest dialogue among our colleagues.
Engagement Tip: Make communication a two-way street. Encourage feedback and make sure employees feel heard. Addressing their concerns and incorporating their ideas can significantly boost engagement. Don’t assume; ask the people on your team how they prefer to be communicated with.
Avoid: Don’t enforce a communication style that feels unnatural. The most effective communication is authentic and resonates with your team’s preferences.
Recognize and reward in a way that resonates with your team
Recognition and rewards are key components of both engagement and retention. However, the way you recognize and reward employees should align with what truly motivates them and your company’s values.
Best Practice: Develop a recognition program that reflects your organization’s priorities and culture. Whether through formal awards, bonuses, or simple acknowledgments, make sure recognition is meaningful and consistent.
Engagement Tip: Personalize recognition whenever possible. Understanding what each employee values can make your recognition efforts more impactful and strengthen their commitment to your organization. Ask them which of The 5 Languages of Appreciation resonates most with them. Encourage your employees to recognize their peers for their achievements.
Avoid: Don’t rely on a generic recognition program. What works for one company or department might not be effective for yours. Tailor your approach to your team’s unique needs and preferences.
Embrace your unique approach
Remember, there’s no one-size-fits-all solution. Attracting, engaging, and retaining the right people requires a strategy that’s as unique as your organization. By understanding what makes your company different and tailoring your approach to fit those characteristics, you can build a team that’s not only talented but also deeply engaged and committed to your mission.
Whether it’s building an employee value proposition, developing a rewards and recognition program, or creating a communications strategy to attract and retain the right people, Pivot is here to help you embrace your organization’s uniqueness, and use it to your advantage in building a strong, engaged team that will drive your company’s success.
