YOUR POWER TEAM KIT:EMPLOYEE RECRUITMENT, RETENTION, AND HAPPINESS

KARLA SINGSON

KARLASINGSON.COM

KARLASINGSON.COM

YOUR POWER TEAM KIT: EMPLOYEE RECRUITMENT, RETENTION, AND HAPPINESS 

      % of markets are made up of people.

Similarly, 100% of businesses are made up of people.

If you can’t master people, you’ll never succeed in business. 

Now, most business people will be focusing on the biggest people cluster that they face—the market. And much has been said about how a big bulk of what makes a successful entrepreneur rests on his or her ability to make customers happy. However, that does not, a whole story, make. Keeping your team happy is also important to hitting business milestones that are integral to your idea of success, and it deserves its own discourse.

Need a little help where that is concerned? I got you covered.

KARLASINGSON.COM

YOUR POWER TEAM KIT: EMPLOYEE RECRUITMENT, RETENTION, AND HAPPINESS 

Employee Recruitment

The first step towards building the perfect entrepreneurial team is combining the perfect timing for it, as well as the perfect execution. First, when do you know that it’s time to hire? Consider these markers:

When you’re turning down opportunities because your currentpool of human resources can no longer accommodate them When you have additional revenue streams but  a slower turnaround time for each of the items / services to be delivered When business tasks and processes are no longer as efficient as they used to be

At the same time, you should know when it’s a bad time to hire. If you don’t have a good working idea of what your open job position is supposed to cover, don’t ask for cover letters yet. Or if you feel like you’re just spread a little too thin, it’s better to wait out the desperate moments and see if you can manage them better, before you get another person on board.

When you’re ready, post a job ad that is a true representation of:

What you’re looking for

What you need done for your business

What is expected of them (work ethics and actual work output)

Be specific about preferred characteristics from your candidates; think about long-term goals that your new hire should be able to help fill, andhave high standards. Remember that the right talent will only be recognized by the right assessor.

KARLASINGSON.COM

YOUR POWER TEAM KIT: EMPLOYEE RECRUITMENT, RETENTION, AND HAPPINESS 

Employee Retention and Happiness

Once you have got a good team, the next thing to focus on is keeping them working with you. And keeping them happy plays a very big role in that. Why do you really have to care, you say?

Research shows that companies with engaged employees yield 2.5 times more profits than companies whose employees could care less. Additionally, about 75% of employees who quit do not really quit their jobs; they quit their bosses.

So how do you make the numbers work for your advantage? First off, connect with your staff. You don’t have to sit down next to them and hold their hand as you ask about their latest breakup. However, you can show them that you are there, and that you care. Ask about their new baby. Last trip. Toothache. The new bracelet they got. A haircut you think will look good on them. Anything! You will find that your employees will look forward to coming into work every day more if they know that they are valued as they deserve to be.

KARLASINGSON.COM

YOUR POWER TEAM KIT: EMPLOYEE RECRUITMENT, RETENTION, AND HAPPINESS 

Give credit where credit is due, too. Did you know that a survey of employees in the US found that 88% of them said being praised by their bosses was extremely motivating? Imagine this: you’re applying the right pressure to get things sorted and dusted off by the deadline, and every one of your staff is as frazzled as you. The stars aligned and all the things you needed done was accomplished, and your staff breathes a collective sigh of relief. What do you think can help cap off the experience just right? Yep, you turning to them and saying thanks.

The simple deeds of saying “thank you”, “you’re welcome”, and “I’m sorry” can even go a long way. Whenever we have a huge project that just ended, I always tell my team thank you and that I appreciate their help. Then I share a meal with them when the dust has settled down and we laugh about the funny things that happen to the project.

KARLASINGSON.COM

YOUR POWER TEAM KIT: EMPLOYEE RECRUITMENT, RETENTION, AND HAPPINESS 

Last 2017, I attended an MBA talk where they ranked the top motivations for millennial entrepreneurs. I thought it would be travel and gadgets, but surprisingly, the studies show it was ranked like this:

            1. Learning             2. Experience             3. Money

Ultimately, I believe that everyone’s top motivation is linked to their morale. Whether it’s feeling important or appreciated, seen, learning, training, or a reward that’s tied to their achievement, it will do a lot for employee retention and happiness.

Another thing that I also realized was good to do when you’re leading a company is to do some group activities that improve the group bond. This could be as small as a group movie day, a fun dinner, or a day at the beach. It keeps them equally accountable to their teammates, seeing them as friends rather than mere coworkers, and lastly, it lightens up the mood for everyone.

KARLASINGSON.COM

YOUR POWER TEAM KIT: EMPLOYEE RECRUITMENT, RETENTION, AND HAPPINESS 

Finally, wherever it’s possible, reward your people with financial incentives every so often. Is it time for someone to be assessed for a potential pay raise? Schedule the meeting.

Does one of your employees need a little help towards securing that car loan? Put work measures in place that will motivate her to hit her metrics so that she can work towards her needed deposit.

As long as your employees know you are just as invested in their personal goals as you are in your own business goals, they’ll end up happier and more loyal to you.

KARLASINGSON.COM

YOUR POWER TEAM KIT: EMPLOYEE RECRUITMENT, RETENTION, AND HAPPINESS 

Worksheet (feel free to edit as you please):

*You can do it per employee, if you have less than 20 employees. If you have more, then just divide them according to departments.

For every plan you have to accelerate their learning, better their experience, and give them a monetary gift, always assess how it affects their morale. This is the most important piece of the puzzle.

With additional guidance from: 

https://www.inc.com/jessica-stillman/3-signs-you-re-ready-to-hire-your-first-employee.html https://www.forbes.com/sites/deeppatel/2017/03/22/5-tips-for-recruiting-the-best- employees/#45556fb62512 https://www.forbes.com/sites/ashleystahl/2015/12/04/five-secrets-to-motivate-and-retain- employees/#48e9eeef6bb3 http://www.dailyinfographic.com/10-shocking-statistics-about-employee-engagement-infographic