As employee satisfaction is at the forefront for recruiters, companies are scrambling to keep employees engaged at work. It was found that 85% of employees are disengaged from their workplace. There is no desire for them to give any effort and instead resort to doing just enough to get by. Employee turnover rates are largely due to factors as simple as not wanting to go into the office anymore. This is a shocking reality that many companies are struggling with throughout the past couple of years but why is that?

The talent shortage facing industries is adding to the problem as well, making the operation of companies inefficient and expensive. This situation certainly doesn’t seem ideal to say the least, but it is not unsolvable. The root of the problem is that there is no drive for employees to want to produce their best work. If a company cannot motivate its employees, how will they attract top talent?

Researchers found that employee retention improves by 82% and productivity by 70% when onboarding practices are positive. This is a significant factor to consider, the welcoming process and training for employees set the pace for morale. This should be a strong incentive for companies to implement the best possible onboarding practices. However, it can be confusing where to start, so let's look at what where to begin:

Get To Know Employees

Most companies have a standard training process that each new hire is put through (varying from departments) until they are steady enough. The issue here is that you cannot expect everyone to respond effectively to the same method. Having discussions with employees and getting to know their interests, goals, and skills is a good way to see how you can teach them. This will also be a good indicator to see what opportunities you can provide them. But how should you approach this?

It is best to meet informally, it can be one on one or in a group. The goal is to allow members to open up freely, dropping the employer to employee discomfort. In short, align training with the needs of each employee. 

Incorporate On The Job Learning

You’ve heard the common phrase “the best teacher is experience” and this is completely relevant in the workplace. Explanations can only get you so far, they are best for delivering basic amounts of information. However, you’ll want to expose new hires to the reality of your workplace as soon as possible. In addition, this style of training is much more time and cost-effective. 

Apply Feedback 

Always be open with employees about their performance in a constructive way. Bear in mind that they’re still new and adapting to this new work environment. Companies can do this in many different ways whether it be weekly reviews or assigning a task and giving feedback. As well, ask employees how they feel about the training they’re doing. Find out directly from them what you can incorporate to assist their learning. This type of communication is essential to employee development. In addition, it will demonstrate that a company values its employees. 

Use Gradual Implementation

You don’t want to overwhelm your employees with all this information, questions, and training procedures. This is where it’s important to pay attention to yourself as a leader and recognize areas that need more attention and where you should ease up. This is the first step to creating an environment where employees will feel comfortable being around for the long haul.

Conclusion

To build an organization of talented individuals in 2022, companies must create an environment that is supportive of their employees' needs. Keeping these tips in mind can lead to the construction of empowering company culture. Now to do this effectively will take leaving the comfort zone that employers are used to. Give it a proper chance and see what it can do for your team.

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