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“Stay conversations” improve employee engagement because they can systemize your practice of proactively asking your team members how they’re doing and what you can do to support them. Understanding what employees want from their jobs and where they hope to be in the future can help you make their jobs engaging and meaningful. The key is to be consistent and authentic. These conversations need to happen at least quarterly. Improving employee engagement needs to be an on-going process.
You’ll never “find” time to recruit and interview so you’ll have to make time. Even if you’re fully staffed, you need to set aside two hours a week for these activities. If no one shows for their interviews, hooray! Now you’ve got two hours to do those important things that keep getting pushed aside in favor of the urgent things.
ENCOURAGE MORE FUN AT WORK
Your workplace should cultivate an environment of fun! There’s no rule against it and who doesn’t like to have fun?
So what does fun look like in a work environment? It can be friendly competitions, team camaraderie, and celebrations. It can be a joke of the day or free candy bars. Ask your employees what they’d like to do for fun! No one leaves the party when they’re having fun.
Here’s tip #49 from my book: 100 +1 Top Tools, Tips & Techniques to Attract & Recruit Top Talent:
Don’t dismiss the idea of hiring people with criminal records. This is one of the most underutilized sources of potential employees and accounts for almost 15 percent of the U.S. labor force. Yes, it depends on the job you’re hiring for and the reason for the conviction, but, before you rule it out, look at www.bonds4jobs.com, the Federal bonding program which provides fidelity bonds that guarantee honesty for at-risk, hard to place jobseekers. Also check out the Work Opportunity Tax Credits (WOTC) available for hiring these individuals.