A report by Gallup further substantiates this by stating how merely 15% of employees worldwide are engaged actively at their workplaces ^[2].

In this article, we will discuss the phenomena of Quiet Quitting, its causes, and how organizations can overcome it.

What is quiet quitting?

It is a unique phenomenon where an employee may be staying on at a job but is completely disconnected from it and the company mentally.

To be clear, it is a misnomer – the employee does not exactly quit the job; however, just does the bare minimum to get through. It’s also called silent quitting.

There are many quiet quitting examples that clearly demonstrate how employees are disengaged, with members of teams stretching beyond their limits to take care of the minimum requirements of their jobs for retaining their jobs.

They may stop volunteering for things, reject new assignments, only go for easy tasks, or feign a busy schedule to avoid helping their managers or colleagues.  They often go through the motions just to keep their jobs. They do not have the motivation to surpass the company’s expectations.

This can be seen as a form of rebellion against the lack of work-life balance.

What causes quiet quitting?

It is quite clear that silent quitting doesn’t happen in a day. There are numerous reasons driving quiet quitting trends in modern workplaces today. Here’s taking a closer look at some of the major ones:

Excessive workload

Employees bogged down with huge workload experience burnout, especially when they have to do the jobs of 2-3 people alone. Overwork may sometimes lead to silent quitting, especially if workers have no scope for negotiation or discussions.

Compensation issues

Many employees feel that they receive lower pay in comparison to their workloads. The actual issue is that they feel unrewarded for their efforts. Sometimes, more than money, they feel undervalued and non-recognized by the management. Compensation may mean flexible timelines, bonuses, perks, days off, and social recognition.

Not respecting boundaries

Quiet quitting is sometimes a response to bad work-life quotients and employers blurring boundaries between life and work, especially in this work-from-home era. Continual office calls, emails, meetings, and duties after working hours may lead to this happening.

Zero managerial support

Many employees feel that their managers do not support or guide them in times of need. When they feel that their leaders cannot or are not willing to help them, then they naturally disengage mentally from the company.

Vague expectations

Many employees cannot understand the expectations of their companies or managers. They feel that more responsibilities and vague statements only confuse them about the same.

Communication issues

Lack of communication on deep-rooted issues, not expressing one’s mind, or other communication gaps may lead to this phenomenon.

Signs of quiet quitting at the workplace

Now that you understand what Quiet Quitting is and why it occurs, here’s how to identify how severe it is in your office. Here are a few signs to look out for:

• Lower productivity/work output of employees
• Sudden argumentative or silent treatment towards colleagues and managers
• Employees stop taking the lead, volunteering for tasks, opening, and helping out others
• Employees bypass any potential conflicts, or job responsibilities, pretending to be busy
• No interest in collaborating with the team or group events
• Taking leaves and unannounced absences

The economics of quiet quitting

In the modern work culture, there is the model of the principal (boss) and the agent (employee). The former may not always know what the latter is undertaking in terms of productivity, timeliness, and other expectations. Hence, the principal should work out how to incentivize and track the agent.

Companies are now making an effort in order to track the productivity of workers, along with seeking to improve compensation at various levels.

Of course, in a scenario where employee productivity falls, teamwork comes down, and silent quitters increase on the rolls, companies are faced with alarming scenarios in terms of revenue drops, customer retention issues, and a magnitude of other problems that hit them economically.

What can businesses do about quiet quitting?

Once you recognize that there is quiet quitting happening in your organization, it is important to carefully assess the situation and take preventive measures to ensure it does not increase further.

Depending on your company culture and policies, you may also have to be open to making alterations and allowing flexibility to boost employee morale.

Re-examine tasks & KPIs

Companies would do well to relook at job duties, assignments, and KPIs, including core tasks. This will help managers periodically align more meaningful and only necessary work to their employees.

Increase workload only temporarily

Companies should make sure that workload increases are only for the short term in the case of their employees. Constant work beyond one’s capacity is not at all feasible in the long haul.

Compensate and celebrate work adequately

Organizations should be rewarding employees with recognition and rewards for work that is done well. They should look at proper compensation not just financially but also mentally.

Make volunteering at work optional

Volunteering for something should be strictly optional at the office. Additional opportunities may not be for everyone. Let someone who wants it come forward without piling it onto someone else.

Respect professional boundaries

Respecting professional boundaries, keeping employees work-free on holidays and vacations, helping them with the perks of life beyond the workplace, and other steps are necessary in this regard.

Discuss role growth periodically

Always discuss the job role and its growth upfront with each employee, explaining any changes that may arise.

Conclusion

Now that you have a comprehensive view of quiet quitting trends and how you can mitigate the same at your workplace, remember that nothing works better than communication.

Always try and listen as much as possible to your employees. Empathize with their needs and concerns.

Give them as much support as possible. Make them feel valued and rewarded for their hard work. These are a few basics that you should always follow.

Avoid piling on too much work for long durations, keep recalibrating employee tasks and job responsibilities, and make sure that additional tasks and initiatives are voluntary.

At the same time, be direct about growth opportunities and what you can and cannot do for your employees. This will always infuse a culture of transparency from the very beginning of the journey together and keep employees motivated to deliver.

FAQs

Is quiet quitting normal?

Experts feel that quiet quitting is normal for many people, where they feel undervalued, non-respected, and underpaid. There could be many other reasons behind the same as well.

Is quiet quitting passive-aggressive?

Quiet quitting may turn passive-aggressive, with employees turning hostile when given extra responsibilities. They may demonstrate aggressive behavior for bypassing responsibilities or venting their grievances.

Many can take a passive-aggressive approach by being busy, distant, unapproachable, and generally not available or non-cooperative.

What is the opposite of ‘quiet quitting’?

Ambition is usually regarded as the opposite of quiet quitting, where people volunteer for added responsibilities and work that goes beyond their current duties.

Who started quiet quitting?

There is no official evidence on who began this trend or used the term first. However, the term gained popularity throughout 2022 on TikTok.

What is ‘soft quitting’?

Soft Quitting is simply an alternative term for Quiet Quitting. Sometimes, Silent Quitting is also used to define the same phenomenon.

Resources

[1] https://teambuilding.com/blog/quiet-quitting-statistics

[2] https://www.gallup.com/workplace/238085/state-american-workplace-report-2017.aspx

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This mass exodus has caused a skilled workforce labor shortage. Combine that with increased job openings, and it’s no wonder companies and their recruitment teams are having a hard time finding qualified candidates to fill open roles.

Many companies are beefing up their employment offers with higher wages, remote work options, and other benefits like wellness and work-from-home stipends in an effort to stand out in a candidate-driven market.

But you could be missing out on what could be the key to your hiring woes – an effective employee referral plan.

How an employee referral program helps

An employee referral program engages your organization’s current employees to refer connections of theirs as qualified job candidates. Rewards are typically offered to employees that provide a referral who becomes hired.

A referral program is arguably the best recruitment strategy you can use to hire qualified candidates who will mesh with organizational culture and stick around longer. Other ways an employee referral program helps include:

• You’ll spend less time completing the hiring process
• Your company will save on recruiting costs (yes – even factoring in employee rewards)
• Employee engagement will improve
• Workers will stay longer
• You’ll get a better return on your recruiting investment

Tips for your program

Sadly, many companies don’t take advantage of the treasure trove that a robust employee referral program can turn into.

Dedicating resources to your program will compel current employees to participate, which can eventually form a more qualified and happier workforce. It’s one of the best candidate-sourcing strategies available, and here are five tips to doing it right.

Promote your plan

Marketing your employee referral program, both internally and externally, is one of the most critical pieces of its implementation. You don’t want to put in the time to develop a program for employees to not even know it exists!

Mention the program in onboarding and training documents. For smaller organizations, give a friendly reminder about the program when announcing that you’re looking to fill a position.

Clarify processes

Employees should understand the processes and procedures for referring someone and receiving any rewards. If your processes aren’t clear, employees will be less likely to participate, and you won’t get as many referrals.

Make it as easy as possible for employees to refer potential candidates. This can happen in different ways, such as handing a resume to a supervisor, sending an email, or submitting referrals through an online portal.

Give good rewards

An employee who refers someone for a position is acting as the liaison between your company and the potential new employee. It can mean a lot of back-and-forth on their end up until you take the reins with communication.

Show employees, you value their time and dedication by giving them worthwhile rewards if their referral is hired. This could be monetary bonuses or extra vacation days.

Communicate with employees

You might not realize it, but it can sometimes be stressful for an employee to refer someone to an open job. They’re putting their reputation on the line with you and the company by asserting that their referral will be the right fit. They’re also trying to help their friends and colleagues by connecting them to a supposedly good employer.

By maintaining constant communication with your employee about the status of their referral, you build trust, establish transparency, and help to calm any of their nerves.

Keep improving

Making changes, big or small, to your employee referral program should be an ongoing process. No matter how great you feel the program is, there will always be a way to improve. Aim to continuously evaluate and adjust as needed. One way to do this is by asking for feedback from employees at every level.

Frequently asked questions

What is a typical employee referral bonus?

A $20 gift card isn’t going to cut it for a referral bonus. If you want to make the referral process worthwhile for employees, you’ll need to provide a proportional award. Referral bonuses tend to fall somewhere between $1,000 and $5,000, but the amount can vary depending on the seniority of the position being filled. For example, referring C-level executive warrants a higher reward than referring someone at an associate level.

How do you measure the success of an employee referral program?

There are several qualitative and quantitative ways to measure success. If you’re interested in the numbers, you can track:

• The percentage of referrals that become new hires
• The length of time each referral stays with the company in comparison to non-referred employees (retention rates)
• The number of referrals you receive

Looking for more anecdotal data? Ask for anonymous feedback from employees at every level and hired referrals.

What percentage of hires should be referrals?

There’s no exact rule for what percentage of hires should be referrals. But look at it this way – many employers report that referred hires are more productive, more likely to stay longer, and generally better quality than non-referred candidates.

Do referrals make better employees?

Companies report referrals to make better employees in general. Referrals who are hired tend to be more profitable, more productive, and a better overall fit.

Do referred employees stay longer?

On average, referred employees stay with a company longer. About half of all referred hires will stay with a company for more than three years. On the other hand, the same number of non-referred employees will leave after a year and a half.

The most likely reason referred hires stay longer is that they fit better with the company culture. An employee making a referral typically knows something about the potential candidate’s attitude and personality. As such, they’ll know if the person will make a good fit better than any interview will.

Take advantage of AI to retain referred candidates

Is your recruiting team taking full advantage of digital resources to find and retain the best candidates?

It may be difficult to find candidates who match the specific skill sets and abilities that your company requires. You can tackle this challenge with Leoforce Quantum, an AI recruiting tool that can be easily integrated into your existing ATS or VMS. You’ll find qualified candidates faster while simplifying the recruiting process.

This technology also allows you to communicate with potential candidates via text, email, and chatbot, all in one consolidated chat board. You can communicate the skills you’re looking to obtain from an employee and answer any questions that candidates may have.

Leoforce empowers you to achieve your recruitment goals, ensuring that your hiring process puts you in a position to find the right people every time.

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Remote work has quickly gained traction, with more employees and job seekers demanding the ability to work from home. In 2022, the Netherlands even became the first country to declare remote work a legal right for workers who could perform their jobs from home. 

With the new normal of remote work in full swing, you could soon be left to find ways to meet this future hybrid work culture. If you haven’t already, that is.

Onboarding is the first step an employee has when starting their new job, and it often sets the tone for their entire experience with your company. Onboarding remote employees into a hybrid work environment can be difficult, especially if you’re accustomed to onboarding in person.

The old way of handling new hires

Outdated onboarding tactics can cause new employees to quickly lose excitement about starting their new job. Onboarding a new employee in-person can be considered old-fashioned.

Most onboarding doesn’t take a full day. And a dull, in-person onboarding may show the employee that your company isn’t up with the times, which isn’t exactly motivating. Other old onboarding practices include not using technology and approaching onboarding with a one-size-fits-all method.

Shifting work environments

Since 2020, work culture has shifted toward remote and hybrid work environments. The dramatic change resulted from the COVID-19 pandemic when millions of people who’d never worked from home found themselves setting up their at-home offices. The result? Many enjoyed the freedom. 

A study by the Pew Research Center found that 60% of workers said they’d continue working from home if given the choice. People also reported that working from didn’t affect their ability to do their job. If anything, it made them more productive. 

And it doesn’t seem like remote work is going away soon. While some people report feeling less connected to their coworkers, most Americans still want to be able to work from home at least part of the time. 

The labor shortage and Great Resignation could cause you to beef up your job offers. Adding the possibility of remote work is something to seriously consider if you want to recruit top talent.

Challenges of onboarding remote employees

Allowing employees to work from home is an excellent strategy for retaining highly qualified workers. 

Still, the remote world isn’t easy to navigate. Attempting to onboard employees in a hybrid workplace presents many challenges, especially when you’re accustomed to doing everything in person. 

These are just some of the obstacles you might face when onboarding remote employees: 

• Meeting and building relationships with colleagues
• Training
• Sending equipment for and setting up an at-home office
• Building a positive company culture with employees who work remotely
• Acclimating managers who are used to face-to-face supervision to the new normal of remote work

Tips for onboarding remote employees

Remote or hybrid onboarding doesn’t need to be complicated. In fact, this new form of welcoming employees to your company opens the door to creative solutions to cultivate a positive hybrid work environment. 

Here are some of the newest trends in fostering a seamless remote onboarding process.

Assign onboarding “buddies”

An onboarding buddy is a peer who partners with a new employee during their first months on the job. They help by offering support, explaining work culture or expectations not covered during orientation, and providing a personal connection. 

Assigning an onboarding buddy to your new remote or hybrid employee will help them acclimate to the new job. 

Set Up early

Get your employee prepared for their first day by getting ahead of it. Planning to ship them equipment to set up their home office? Send it out a week or two in advance so they can hit the ground running. 

You might also want to include a care package in your shipment to show your new employee how excited you are for them to start.

Reintroduce your company

Even though a new employee might already know all about your company, it’s still a good idea to reorient them. 

During their first week, host a series of orientation meetings for your remote employees to explain your work culture, the business’s mission, and how they fit into the bigger picture. Doing this will reassure new employees that they’re being valued from day one.

Set expectations

Because remote and hybrid work is still new, there isn’t a widely accepted set of standards or expectations. 

Throughout your onboarding process, clearly establish your company’s remote and hybrid work expectations. These may include setting dedicated working hours, explaining the flexible work policy, and detailing all methods of virtual communications.

Foster relationships

Good relationships lead to more productive, happier employees. While many people prefer to draw a line when it comes to making friends at work, new employees need a chance to meet the entire team and build positive working relationships. 

Set up a series of one-on-one virtual meetings between the new employee and team members from different departments to help them get acquainted quicker.

Don’t Stop After Day One

Onboarding isn’t completed at the end of a new employee’s first day. It’s an ongoing process that should be maintained until the employee comfortably settles into their new role. By continuing to orient, you’re showing them that their success is a top priority.

Ready to find Remote talent?

Recruiting remote talent is no longer optional – it’s a must for companies of all sizes.

At Leoforce, we recognize the need for your organization to make data-backed hiring decisions, whether talent is remote or not.

Request a personal demo of Leoforce Quantum to unlock the universe of remote talent and optimize your recruiting efficiency with data-driven AI.

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This reaction to a global emergency established a new normal, as nearly one year later in February 2021, 58% of employees were still working from home. The restructuring of the workforce has incited changes that could be here to stay.

This article will discuss the impact that working from home has on employees and the important role that offering remote work will have on employers looking to build a strong workforce.

The shift to working from home is permanent for many

While remote work and eCommerce trends were already on the rise, lockdowns accelerated this. Prior to the pandemic, only 29% of employers had the majority of their workforce working from home at least one day a week.

But now, nearly 70% of employers anticipate most of their workforce to work remotely at least one day per week on a permanent basis.

The potential for nearly 25% of the population to be working from home 3-5 days per week has already shifted. The shift could revolutionize the culture of work, triggering new trends in operations, communication, and geographic distribution.

While the rules of remote work vary from employer to employer, many people seeking jobs today are prioritizing flexibility, safety, and independence. The pillars of employment like vacation time, earnings, schedule, and work-life balance are being questioned.

Working from home can increase productivity

Out of a group of 1,000 Chief Investment Officers interviewed by Reuters, nearly half stated that productivity had increased since the onset of remote work, and less than a third reported any decline in productivity.

“The productivity metric is proving that remote work is working,” said Erik Bradley, an engagement strategist. The stats attest to the success of the work-from-home model, revealing that workers may be able to focus better and do their job when working alone and away from the office.

Employees have reported that working from home has allowed them to be more efficient, work on their own time, and prioritize their own wellbeing. Although many caretakers, for instance, have been under extra pressure handling several jobs at home, some have found it easier to build their own schedules.

And in a survey of the financial services industry, over 75% of employees claimed to be at least as productive as they were pre-pandemic when working in an office.

Productivity relies on proper management

The financial services workers who reported a decline in productivity attributed it to:

• Making the choice to work less
• Difficulties collaborating with teams that were far away
• Struggling to find answers to questions and information they need to do their job

A successful boost in productivity in a remote work setting requires your organization to promote a connected culture with strong tools for efficient collaboration. This connectivity depends on the appropriate communication platforms and a dedicated environment that fosters interconnectivity.

New hires who’ve never worked in an office setting may struggle to feel part of the culture or understand the organization’s values and mission. Find ways for these individuals to fully integrate with teams and be recognized by peers to improve productivity and maintain a sense of connection.

Jobseekers are beginning to prefer remote opportunities

Employees and job seekers are showing an eye-opening preference for remote work opportunities. 58% of those surveyed claimed they want a fully remote job, whereas 39% want a hybrid arrangement. Only 3% wanted a fully in-person role.

What are the benefits that people see to working remotely?

Saving time and money

Global Workplace Analytics estimates that the remote work lifestyle, which eliminates commuting and travel expenses and reduces childcare and food costs, may save an employee roughly $11,000 per year.

Flexibility

With the highest paying jobs often found in major cities, remote work allows employees to earn a good salary while saving on costs of living by relocating to more affordable residential neighborhoods away from high-cost metropolitan areas.

Flexible work allows people to focus on their wellbeing, live more affordably, and avoid the stressful lifestyle that often comes with the best-paying jobs.

Remote work also benefits the employer

While employees have seen a boost in their quality of life because of the remote work trend, employers have also reported satisfaction with this arrangement. In a survey conducted by PwC, 83% of employers claim the shift to remote work has been successful for their company, increasing the likelihood of maintaining the model going forward.

Even companies in industries like retail, which you likely wouldn’t expect to see a work-from-home model, are offering remote work options to retain talent. Expanding your hiring strategy to include remote work flexibility increases the chances of finding quality talent who will value the job opportunity. With remote jobs in high demand, many workers are competing for these positions, raising the bar of qualifications and experience in the applicant pool.

Since remote employees can better build a schedule that suits their needs, eliminate the stress of a commute, and spend more time with their families, you’ll see higher job satisfaction and better employee retention.

Offering remote work allows you to hire and find candidates anywhere in the world, increasing the possibility of finding exceptional talent as the limits are no longer drawn to a hyperlocal area around your office. And if you work for a smaller company where you find yourself competing with larger, global firms for candidates, your talent pool becomes much larger by granting work-from-home flexibility.

Want to expand your search for job candidates?

While COVID-19 is still a concern, and workplace safety remains a top priority, the work-from-home landscape has rewired how we think about productivity in the workplace.

Employees are finding satisfaction in the new remote work landscape and are just as productive at home as they are in the office. With the change in this new dynamic, you should rethink the requirement to be in the office and turn to recruiting tools that make it easy to source talent anywhere.

Find remote talent fast with Leoforce

Unlock a large and motivated talent pool by using Leoforce to recruit top talent who’ve discovered they can be more productive working from home. There’s an Leoforce remote-recruiting solution for anyone who needs to fill a job: Leoforce Pulse for small businesses and infrequent hirers, and Leoforce Quantum for HR departments and staffing agencies.

Both solutions allow you to search nationwide or in multiple locations with one job requisition. Request a Demo today!

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Consequently, businesses were faced with a difficult decision: should they rehire previous employees or hire new talent to meet demands? Here’s how boomerang hiring can be an effective recruiting strategy for your small business. 

What is boomerang hiring?

Rehiring former employees, also known as boomerang hiring, is not a new concept. However, it is a method that is not commonly utilized, until recently. The pandemic has triggered this recruiting strategy for many hiring managers because it saves time, lowers recruitment training and costs, and is more convenient than finding new candidates. So how do you know if you should implement boomerang hiring for your small business, and why would you rehire employees that left in the first place?  

Why should I rehire employees that left in the first place? 

The reasons employees leave companies vary, and not all employees leave due to dissatisfaction with the organization itself. Some employees leave because of personal life-changing circumstances such as divorce, family death, or welcoming a new baby. Depending on the company’s offerings, PTO, parental leave, or bereavement may not have been a viable option. This makes rehiring these individuals once they are ready to return to the workforce less challenging.  

Factors that lead to high employee turnover

On the other hand, employees who did leave dissatisfied may still consider returning with a few incentives. To rehire former high-performing employees, you need to understand why an employee would leave in the first place. Common reasons an employee may leave a company are due to:

• work culture
• challenging relationships with coworkers
• lack of recognition
• boredom from being unchallenged at work

While every factor may not be in your control, there are a few elements that are, and adapting and accommodating rehires is crucial to get the results you desire with limited resources. The good news is the pandemic has restructured the way we work and former employees who may have left due to poor work-life balance may be more convinced to return with a more flexible schedule or opportunities to work remotely.

The big elephant in the room when it comes to an employee leaving is compensation. Perhaps they didn’t feel recognized at work and left for better pastures and more greenbacks. However, a former high-potential employee may boomerang back because the company they transitioned to went out of business, experienced a layoff, or even because they recognized they liked the work culture more than they realized.

Due to economic uncertainty, people are also considering former companies to stay afloat. As a recruiter or hiring manager, it is essential to offer solutions for employee satisfaction, and providing more compensation for their skills or a promotion plan within a reasonable timeframe may be the solution to your rehiring process.  

A reasonable solution for accommodating former employees

If an employee has left due to not feeling challenged at work, offer more rewarding responsibilities that might improve employee engagement and help you reach company goals.

Whatever the reason for an employee initially leaving a company, it is not always bad, nor is it irreparable. Understanding your employee’s motivations and needs is the key to maintaining employee satisfaction. 

How boomerang hiring can help grow your business

Financial instability, lack of sales revenue and growth, and high turnover may indicate a need to change your recruiting strategy. Although hiring new talent may seem like a better alternative, you may want to reconsider if your firm is resource-constrained.

The average cost of hiring a new employee is $4,129. Whereas, the cost of rehiring a former employee can be much less. Former employees know what to expect in terms of corporate culture, processes, and tools. As a result, returning employees frequently adjust faster than new ones, making the hiring process more convenient.

Aside from the financial benefits, rehiring a former employee enhances organizational loyalty, engagement, and commitment. These individuals are often more appreciative of the company they work for and the colleagues with whom they collaborate. They also bring with them a distinct perspective that could result in positive organizational changes. 

Recruiting methods to use for rehiring former employees

Rehiring former employees can be as easy as browsing your contacts or going through your business files. That’s the perfect place to start. 

But when you need to search for new talent, the easiest recruiting method is utilizing an on-demand AI recruiting tool. While you may know an employee’s background, skills, and performance, AI recruiting solutions go beyond fundamental criteria. Recruiting tools like Leoforce use predictive analytics to help you identify the career trajectory of a candidate or employee, beyond education level, experience, and current skills. This can help you get a better understanding of each candidate for optimal results (and fewer bad hires).

Adapting to the expectations of employees and applicants is critical in today’s candidate-driven economy. As a small business, you may have limited resources and time. Therefore, recruiting services and tools like Leoforce Pulse should be used to help you be more efficient and hire new employees while saving the cost of paying agency fees. That can give you peace of mind and more leverage during today’s economic upheavals and tight labor market. 

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A recent Monster.com survey found that 95% of workers are considering leaving their current positions. Citing employee burnout as the top motivator, they’re already in planning mode.  

As an employer, is there anything you can do to stop a mass employee exodus at your company? Review our top employee retention strategies to help you navigate the rest of 2021. 

Think Like an Employee 

The first step to retaining current employees is understanding why they’re considering leaving in the first place. Research is showing that when it comes to the Great Resignation, employees are choosing temporary unemployment so they can find a position that offers either more money, more flexibility, or more happiness. 

With the challenges of the COVID-19 pandemic, it’s no surprise that employee burnout is a major cause of employee turnover. Nearly 60% of employees are feeling the weight of daily stress.

 
Take a moment to think about your own employees. Are they underpaid? Discouraged over a return to the office? Or are they simply out of physical and mental energy to continue performing?  

Knowing the cause of your employees’ discontent can help you find a solution before they move on. 

Employee Retention Tips for 2021 

Retention strategies for 2021 should focus on two key components: acknowledging top performers and prioritizing safety. Here’s how to do both. 

Identify your top performers

Standout performers deserve recognition. More than half of employees crave more recognition in the workplace. Recognition helps employees build a sense of security in their value. Data also shows that as recognition increases, turnover decreases.

Not sure how to show recognition? Try these simple approaches:

• Recognize birthdays and anniversaries throughout the office and on social media platforms
• Celebrate accomplished team goals with a paid team lunch
• Recognize hard work by holding wellness days to promote physical and mental health
• Reward individual employees with gift cards and verbal thanks

Listen to safety concerns

You don’t need to come up with employee retention strategies on your own. Go directly to your employees and discuss their worries and needs.

While some of your staff may be eager to return or remain in the office, others may prefer to work from home. This may be to protect their physical health, mental health, or both. Instead of forcing employees back to an office-based company culture, try offering as much work flexibility as your industry will allow.

Remote work culture is here to stay. Companies solely focused on returning to a pre-pandemic schedule are likely to face employee fallout. As a retention tip, focus on reinventing the future instead.

Can you ditch the office culture entirely and continue to work remotely for the foreseeable future? If not, can you create a hybrid schedule with some in-office days and some remote? Don’t be afraid to get as creative as necessary to accommodate employee wishes while balancing company needs.

What If They Already Left?

Turnover is inevitable. But as some of your employees take this time to reevaluate their employment options, take the time to reevaluate what your business needs.

For example, if you lost three employees with the same job title, do you need to hire three replacements? As employees work from home, are they being more productive? Can you shift job responsibilities to better accommodate them?

The goal shouldn’t be to necessarily hire fewer workers but rather better engage the ones you do have. Then, as weak areas appear in your day-to-day processes, support them with new employees in reimagined roles.

Suggested reading on Candidate Engagement: Why candidate engagement is critical: How to measure & improve

Hiring Solutions for Recruiters

Even the best employee retention tips won’t be enough to keep every employee from seeking other opportunities. If your staff is shrinking and you need hiring help for recruiters, consider Leoforce.

Leoforce provides AI technology that helps you source better clients in less time. It’s one of the best hiring solutions for recruiters in 2021.

Try Leoforce Pulse for single job fulfillment or Leoforce Quantum for companies with steady hiring needs. To Learn More, get a free demo of Leoforce Quantum and Pulse today.

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