Category: Retention

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Reasons Employees May be Quiet Quitting

The term ‘quiet quitting’ refers to employees who may be handling the basic responsibilities of their job but may not be emotionally invested in the work they’re doing on a daily basis. 

This happens for a variety of reasons:

  1. Lack of opportunities for advancement or promotion
  2. Lack of mentorship and professional development
  3. Lack of engagement with others in the company
  4. Lack of motivation on a day-to-day basis
  5. Lack of appreciation or company incentives

What can employers do about it?

  1. First, have weekly meetings as to troubleshoot any issues and keep employees engaged for the upcoming weekly goals for the company.
  2. Second, encourage an open-door policy for employees to stop in to management’s office with any concerns. Ensure employees do not feel their job is threatened by speaking up.
  3. Third, be open to creative ideas and support potential change to facilitate further growth of the company.
  4. Fourth, provide opportunities for professional development which promote further interest and growth in the field.
  5. Fifth, offer options to support employee wellness like providing ski passes or other perks that enhance the well-being of employees of the firm.
Seven Tips for Employee Appreciation and Retention

The most expensive thing you can do is to lose valuable employees. In a competitive workforce with an upcoming generation that cares about immediate lifestyle benefits and incentives as much as a competitive pay rate, employers should be looking for new ideas to show hard-working employees they are appreciated. So how do you offer incentives that attract and retain employees without breaking the bank?

1. Offer VIP parking for a week – Let them park up close and avoid the long walk from the parking lot or garage.

2. Bring a pet to work day – Employees will love the chance to show off their ‘best friend’ at work.

3. Lazy Mondays – As a reward for a job well-done, allow an employee to sleep in and start work an hour or two later than usual.

4. Work-from-home day – Most employees will appreciate the chance to work from home and avoid the commute for a day.

5. Double their lunch break – Once a work-related goal is accomplished, let an employee relax and take two hours instead of one for lunch.

6. Find an excuse for a holiday – Celebrate the first day of summer or Valentine’s Day by closing the office for a bonus holiday off.

7. Quarterly bonuses – With this competitive market, we are finding employers are looking at a more-frequent quarterly bonus instead of a yearly bonus. This will be helpful in retaining employees throughout the year and keeping your competitors at bay.

Hot Jobs, Inc. recruiters work closely with both clientele and candidates to create a successful placement by identifying, screening, as well as helping with retention according to the clientele’s personnel needs. We service the Roaring Fork Valley and surrounding areas including Glenwood Springs, Basalt, Aspen, New Castle, and Rifle, with our corporate headquarters located in Carbondale, Colorado.

Three Effective Ways to Avoid Frustration and Get Employees Back to Work

As businesses begin to slowly reopen, some employees may not be ready to return to work for a variety of reasons including the $600 a week federal supplement that many laid off and furloughed workers are now receiving. Lack of childcare and fears of being exposed to the virus are also top of the list.

No business wants disgruntled employees coming to work.

Hiring and training new employees can be time consuming and expensive. So, what’s an employer to do?

  1. Offer returning employees a ‘return to work’ bonus. No one wants to willingly give up extra income, so a one-time payment may help employees feel better about losing the supplemental unemployment benefit and encourage them to come back to work.
  2. Allow creative scheduling, remote work and flexibility when possible. Since many essential businesses including day cares are not yet open, giving employees the option to work remotely or alternate days in the office can help ensure a smooth transition.
  3. Finally, try to assure employees that your business will continue to put safety first. Communicate health and safety protocols and support social distancing when possible. This helps employees feel confident about their transition back to work. 

Hot Jobs, Inc. recruiters work closely with both clientele and candidates to create a successful placement by identifying, screening, as well as helping with retention according to the clientele’s personnel needs. We service the Roaring Fork Valley and surrounding areas including Glenwood Springs, Basalt, Aspen, New Castle, and Rifle, with our corporate headquarters located in Carbondale, Colorado.

Intro to HotJobs Personnel: 6 Free Hours!

I wanted to share a special offer for HR Managers as on introduction to our personnel services for our Western Slope associates. Our firm, “Hot Jobs”, has been hiring temporary and temp-to-hire personnel for Colorado clients since 2008 at our corporate headquarters in Carbondale, CO. We would like to provide a one time offer of six hours of free personnel on one completed 40-hour work week by a new employee. Call me directly on any project or temp-to-hire personnel needs you may have to redeem this offer for new clients.

I can be reached directly at our Carbondale office: 970-963-2647.

Our firm looks forward to being of service.

Sincerely,

Kathryn Consoli
President/Certified DBE
“Hot Jobs”
A Division of TTP, Inc.
0326 Hwy 133 Suite 20
Carbondale, CO 81623
970-963-2647 Phone
www.970hotjobs.com

Hot Jobs, Inc. recruiters work closely with both clientele and candidates to create a successful placement by identifying, screening, as well as helping with retention according to the clientele’s personnel needs. We service the Roaring Fork Valley and surrounding areas including Glenwood Springs, Basalt, Aspen, New Castle, and Rifle, with our corporate headquarters located in Carbondale, Colorado.

How to Keep Talented Employees – In the Roaring Fork Valley and Beyond

How to Keep Talented Employees – In the Roaring Fork Valley and Beyond

A key to a successful business is retaining talented and experienced employees. Few things in business are as costly and disruptive as loosing key employees in your organization. This rings true especially for the Roaring Fork Valley, where the talent pool is limited from purely a numbers standpoint. The Bureau of Labor Statistics reported the average turnover rate is close to 9 percent per year, but it’s more than double that in a seasonal resort community like Aspen, Basalt, and the lower valley. So what can a business do to retain their employees and keep things running smoothly?

Advancement

Not everyone can be the person in charge or a supervisor since there are a finite number of “upper-level” positions in the Valley. To keep your talented and experienced employees, they need to be engaged and excited about their work. They need to be influencing decisions, solving problems and making a bigger impact. And while this traditionally comes with formal promotions, advancement can also be accomplished with evolving job descriptions and responsibilities. Checking in with employees to get their ideas related to business practices and policies will help them feel valued and will allow their voices to be heard – thus giving them a stake in the success of the business.

Recognition

The best leaders don’t take credit – they give it. A simple pat on the back or “job well done” goes a long way in terms of motivation and productivity for employees – not to mention the overall moral of an organization. Simple gestures such as brining in snacks, hosting a luncheon, or awarding certificates when goals are reached can incentivize employees to keep working hard. When employees get positive feedback they feel more emotionally connected to the leaders and the company; thus, they are less likely to jump ship.

Competitive Compensation

The desire to make more money is a very common cause for employees to leave their jobs.  Whether they can actually secure a new position with a higher compensation package is yet to be proven – but the yearning is ever present in the valley because of the incredibly high cost of living. A study done by WorldatWork, the Hay Group, and Loyola University found that 83% of organizations will pay key employees above the going market rate to keep them, and 73% say this is an effective retention strategy. Obviously this has to work with the bottom line, but if it costs approximately 50-200% of an employee’s annual salary… Well, the extra compensation could well be worth it in the long run.

Clear Vision

Erika Anderson, a Forbes Magazine contributor and national known leadership coach, believes lack of clarity is one of the reasons people leave organizations, period. Employees need to know the reason for what they’re doing and how they contribute to the vision of your company.  If you are clear about what you want to accomplish as an organization and enlist the support of your staff to help bring the vision to life – people will not only stay, but thrive.

Hot Jobs, Inc. recruiters work closely with both clientele and candidates to create a successful placement by identifying, screening, as well as helping with retention according to the clientele’s personnel needs. We service the Roaring Fork Valley and surrounding areas including Glenwood Springs, Basalt, Aspen, New Castle, and Rifle, with our corporate headquarters located in Carbondale, Colorado.

Summer Hiring Mistakes to Avoid

Getting the “the right people on the bus, in the right seats”, according to Jim Collins, is a tricky endeavor in general, and even more so with seasonal or temporary positions. Below are a few pitfalls even seasoned managers fall into when looking for the perfect new-hire for summer and beyond.

1. Small Talent Pool – Take the time to build a candidate pool with a number of potential employees who meet the needs of your organization. If you don’t have several qualified candidates, your pool is too small. Don’t “settle” because even a bad hire for a seasonal position can be costly.

2. Jumping to Conclusions – Take your time reviewing resumes. A quick glance isn’t enough information to understand if a candidate has what it takes for the job. Be fair, and discover the truth behind a resume.

3. Cultural Fit – All too often hiring decisions are based solely on experience and skills, when hiring for the correct cultural fit is just as important. After all, few terminations are the result of wrong skill sets or experience.

4. Forgetting Legal Requirements – Hiring a new employee, whether full, part-time or temporary, means fulfilling a number of state and federal requirements. For example, all new hires must complete Form W-4, appropriate state tax forms and a Form I-9 (Employment Eligibility Verification). Employers must also report all new hires to the appropriate state agency and provide all new hires with a Notice of Coverage Options, as required by the Affordable Care Act (ACA).

5. Inadequate Reference Checks – Many times Human Resources conducts reference checks, but it is actually more fruitful if the hiring manager does the digging. This allows them to speak frankly to peers about the candidate and hopefully get candid and honest responses. One crucial question we suggest posing is “If you could have Joe work on your team again, would you hire him?” While the answer matters, it’s more about the enthusiasm (or lack thereof) that is noteworthy.

6. Lack of Orientation and Training – Job failure is directly linked to the lack of a well thought out orientation and new hire training process. Employers should prepare existing employees by informing them of the assignments the new workers are hired to complete and the resources available to help them get up to speed as quickly as possible. In addition, part-time and temporary employees should generally receive the same training as other new hires, especially in the areas of anti-harassment, nondiscrimination, safety, and other important workplace issues.

Hot Jobs, Inc. recruiters work closely with both clientele and candidates to create a successful placement by identifying, screening, as well as helping with retention according to the clientele’s personnel needs. We service the Roaring Fork Valley and surrounding areas including Glenwood Springs, Basalt, Aspen, New Castle, and Rifle, with our corporate headquarters located in Carbondale, Colorado.

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