5. Address Employee Scheduling Process
Scheduling projects and tasks for your employees in advance can help beat productivity and performance issues. It’s a critical factor in managing absenteeism in the workplace.
However, employee scheduling done in a haphazard and unplanned manner could turn out to be a burden for you and your employees and increase employee turnover rates.
There are tons of employee scheduling problems and solutions to discuss with your employees:
- Talk about effective record management to ensure that everything is stored in one place. Try centralizing all the information in one platform.
- Employee overscheduling is often a big matter of crisis in organisations as it affects productivity and often ends up in no-shows. Keep a tab on the overtime hours of each employee to make sure it doesn’t happen.
- Make sure you never run short of employees, as not having enough resources at the time of work can cause some serious damage to your organisation. Always be open to outsourcing or hiring contract workers to take some load off your full-time employees.
- Create and publish work schedules for your employees in advance to make sure everyone is on the same page.
6. Offer Training and Upskilling Opportunities
Learning must never stop, and especially when your employees are working hard in their jobs to put in their best, it’s important that you support them. Help your employees advance in their careers, and in return, you’ll have more engaged employees with better skills to help level up your business. If the career advancement opportunities involve traveling abroad, you’re crossing a huge item off the list by finding a way to how to manage business travel more efficiently. Namely, these are the people representing your enterprise, potentially making the future of your business….
Here are some suggestions for you:
- Offer to reimburse for a course or program they’re doing.
- Tie up with a course facilitation platform and offer them subscriptions for free or discounted prices.
- Conduct seminars and webinars within your organisation by calling in industry experts to teach certain topics.
- Encourage them to take up courses and certification programs that can help them do better at their job.
7. Encourage your Employees to Share their Feedback
It’s always a good idea to gather feedback from your employees about your management style and onboarding process. In fact, make Onboarding Review a part of your process to make sure you get real-time feedback on the effectiveness of the process and can make improvements. These reviews help you get insights into where you should invest your resources to increase engagement and retention of your new employees.
- Send out survey forms and encourage them to fill them up as they go.
- Have one-to-one conversations with every new joiner to learn about their pre-boarding and onboarding experience with your organisation and ask for suggestions. Our Onboarding Fast-Track provides a specific report on the employee’s onboarding experience and focuses on the specific elements that are difficult. You can use the report to have a targeted dialogue and address the areas where your employees need help.
- Set up physical or digital suggestion boxes where employees can submit their feedback, ideas, and concerns anonymously or with their names.
- Conduct exit interviews with departing employees to understand their reasons for leaving and gather insights into potential areas of improvement.