The Great Resignation has spotlighted the increasing pressure on HR departments to stem the attrition of employees leaving for other roles. But there’s one solution that many HR professionals haven’t fully explored yet: intelligent technology, which is being made available by a wave of mostly new companies that have developed software and other methods to keep employees on board.
Here are 10 strategies where technology can help with employee retention while providing a more positive employee experience:
1. Hire the right people from the start
The better the fit between a company and a new employee in terms of culture, expectations and opportunities for advancement, among other things, the higher the retention rate. Findem, a technology company in Redwood City, California, uses artificial intelligence in recruiting to help its clients replace keyword/Boolean resume searches with so-called “attribute-based” candidate searches.
Findem founder Hari Kolam provides an illustration. Let’s say you want to identify someone who has the quality of loyalty that you know increases the chances of that person staying. “Findem looks for patterns in candidates’ resumes, such as E.g. if they have been employed for a long time or if they change jobs, will others from the company follow them?” said Kolam. “Or if you want someone who can build a diverse team, you would look at who is among them with them [current] Organization.”
Other companies making strides in technology-based recruiting include Sprockets, which is based on the idea that new hires should match up with the company’s top performers to aid in retention; LinkedInRecruiter and ZipRecruiter, which automate job matching with resumes; and TestGorilla and Toggl Hire, which test skills to screen candidates.
2. Offer competitive and fair payment
Pay transparency applies to improving employee retention. “It’s about trust and transparency, and transparency includes salary,” said Ronni Zehavi, CEO of HiBob, a human resource management platform based in Tel Aviv, Israel. “Employees want to know everything that affects or could affect them, or they will lose their trust. Companies that understand this will attract and retain the right people,” said Zehavi.
Timely and efficient pay management, which may include offering pay-on-the-day pay for hourly workers, is a benefit offered by providers such as Workday, Paycom, and Paychex.
3. Improve the onboarding experience
Another factor affecting retention is the new hire’s onboarding experience, as a strong onboarding effort can improve employee retention by 82 percent, reports Gallup.
“Employees who have had a great onboarding experience are more likely to be satisfied with their job and, as a result, much more likely to stay there,” said Lisa Steingold of Whale, an online knowledge-sharing tool.
EMP Trust HR, a Maryland-based company, is an example of a company that offers onboarding software designed to make it easier for new employees to digitally and securely sign documents and become familiar with company policies.
4. Evaluate employee satisfaction and feedback
“We encourage our clients to measure employee turnover during the first 90 days,” said Laurence J. Stybel, Ed.D., co-founder of Stybel Peabody Associates in Boston. “The typical turnover rate is 30 percent, so focus on those departments where turnover is well below 30 percent. Who are the bosses? How do they deal with employee retention and communication? They could serve as role models for the rest of your organization,” he said. “That way, with the data collection, you’re identifying positive things that you want from the culture of the organization.”
Knowing how workers feel about their jobs and the company is key information when trying to improve retention, and technology can play a big part, said Ann Zaslow-Rethaber, president of International Search Consultants in Austin, Texas. The technology can effectively replace the suggestion box by sending out anonymous surveys or surveys on platforms like Survey Monkey, she said.
“Companies need to make sure they have an open channel to the pulse points of employees. In the current battle for the best talent, systematic surveys of your employees can be an effective way to curb fluctuation,” explained Zaslow-Rethaber. “Ask what types of benefits they would find most valuable and what types of problems could be improved before those issues are included in a resignation letter.”
In addition to Survey Monkey (now known as Momentive), other feedback technology providers include CultureAmp, TINYpulse, WorkTango, Quantum Workplace and Speakup.
5. Foster stronger connections at work
Solid relationships at work, including friendships, increase employee satisfaction, productivity, and retention. Workplace Relationship Improvement Technology are tools your organization may already be using, such as: B. LinkedIn and Slack. Encouraging employees to connect professionally via LinkedIn or Slack is one way to learn more about each other. Technologies like Selfless can also help HR create volunteer activities that can foster both collaboration and friendships.
6. Recognize and reward employees
Everyone wants to feel valued. Orases, a Maryland-based custom software company, developed the Rockstar Appreciation app, which it uses with its own employees. Orases President Nick Damoulakis said: “In Slack, we can nominate or recognize someone in our organization for something they’ve been helpful with or exemplified our values. At the end of the month, the bot sends out an automated email with everyone’s names in it, followed by all the great nominations and recognitions for those people.”
Motivosity, Bucketlist, and Achievers are some of the many employee recognition and rewards software programs that are creating new ways to recognize contributors.
7. Encourage better feedback from managers
The consensus is that an annual, semi-annual, or even quarterly performance review is not enough for most employees to feel engaged in their organization. Luckily, there is technology that you can use to set up reminders so these feedback sessions happen more often. For example, Betterworks helps customers make performance reviews between managers and employees more efficient. “If employees feel like their boss cares about them and is invested, you can keep employees,” said Jamie Aitken, vice president at Betterworks in Toronto.
Technology providers such as Lattice, Intranet Connections, Microsoft Teams and Jostle encourage regular exchanges between employees and managers. “Employees want feedback and coaching. They want to be heard that they’re doing a good job when they meet the requirements, and they want to be coached to meet the expectations when they don’t,” said Michael Sonbert, founder and CEO of Rebel Culture in New York.
8. Make flexible working solutions workable
Flexibility is critical to improving employee retention, particularly for workers raising school-age children or caring for aging parents. Although more companies are returning to office work, those offering remote and hybrid work have technology options to make it more efficient.
Almost every employer has used Zoom for remote meetings, but if some employees are in the office, Meeting Owl Pro can combine the two. Other technologies helping remote teams stay more engaged are OnBoard, Teamflow, and Bluescape.
9. Offer professional development
Knowing that there are opportunities to improve and advance in their current organization boosts employee retention, research shows. This professional development technology is provided by Ten Thousand Coffees, which helps companies organize early-in-career and mentorship programs, Fuel50, edX, BetterUp (for coaching) and Phenom.
Jess Elmquist, CHRO at Phenom, explained, “We use our own intelligent Talent Experience technology.
10. Promoting work-life balance
Organizations that promote work-life balance are finding they can slow the Great Resignation, said Melina Palmer, author of What your employees need and can’t tell you (Mango, 2022). One way to discourage employees from leaving is to help them “have such a positive experience at work that they never seriously consider leaving.”
One benefit some employers grant is paid spa days (or longer) in addition to vacation time. At HiBob, business closes for three days after the end of each quarter. “No email, no fax, no business messages. [Employees] disconnect and charge their batteries. no [work] Noise. They spend time with friends and family,” Zehavi said.
Jan Yager, Ph.D., is a sociologist, coach, and associate college professor in Stamford, Conn. whose author has over 50 award-winning books translated into 35 languages Productive Relationships (Hannacroix Creek Books, 2010), Who Is That At My Desk? (Hannacroix Creek Books, 2004) and Help Yourself Now (Allworth, 2021). For more information visit https://www.drjanyager.com.