It’s a worker’s market in today’s business world, and green industry contractors know this fact best. Attracting and retaining talented and reliable workers is always a challenge in the service sector, and it make come as no consolation to lawn and landscape contractors to learn that, according to a recent study conducted by the Society for Human Resource Management, 76 percent of employees are looking for new employment opportunities.
In response, nearly 50 percent of employers, according to the study, say they’re taking proactive steps to prevent a mass exodus. These employers indicate they’re implementing special retention programs to keep their talented workers from walking out the door.
While salary increases are seen as the quickest stop-gap measure to encourage employees to stick around, employers often find it difficult to amass the capital necessary to boost pay.
“Offering competitive salaries for the market is important to employees,” says Susan Meisinger, SHRM president and CEO. “However, compensation alone is not sufficient for a complete retention strategy.”
While compensation was the number one reason an employee leaves, the study found, issues dealing with career advancement and growth opportunities ranked next on their list of reasons to leave for greener employment pastures.
Therefore, there are a number of strategies green industry business owners can utilize to strengthen their employee retention efforts.
Create growth programs. Provide your talented and skilled workers with a mentoring program. Allow them to realize the upward mobility within your company is possible. Consult them on their desired career paths. Reward attempts to take on more responsibility and acquire additional job skills.
Enhance work-life balance. Allow workers greater leniency to control when they work. Likewise, do not resist a worker’s attempts to collect on flextime or take vacation time, just as long as it doesn’t impede work flow.
Improve work conditions. Simple amenities like free coffee and soft drinks, a supply of snacks and a clean and comfortable break room can go a long way towards satisfying restless employees.
No more results found. In response, nearly 50 percent of employers, according to the study, say they’re taking proactive steps to prevent a mass exodus. These employers indicate they’re implementing special retention programs to keep their talented workers from walking out the door.
While salary increases are seen as the quickest stop-gap measure to encourage employees to stick around, employers often find it difficult to amass the capital necessary to boost pay.
“Offering competitive salaries for the market is important to employees,” says Susan Meisinger, SHRM president and CEO. “However, compensation alone is not sufficient for a complete retention strategy.”
While compensation was the number one reason an employee leaves, the study found, issues dealing with career advancement and growth opportunities ranked next on their list of reasons to leave for greener employment pastures.
Therefore, there are a number of strategies green industry business owners can utilize to strengthen their employee retention efforts.
Create growth programs. Provide your talented and skilled workers with a mentoring program. Allow them to realize the upward mobility within your company is possible. Consult them on their desired career paths. Reward attempts to take on more responsibility and acquire additional job skills.
Enhance work-life balance. Allow workers greater leniency to control when they work. Likewise, do not resist a worker’s attempts to collect on flextime or take vacation time, just as long as it doesn’t impede work flow.
Improve work conditions. Simple amenities like free coffee and soft drinks, a supply of snacks and a clean and comfortable break room can go a long way towards satisfying restless employees.