Robb Misso, Accomplished CEO, Shares 5 Tips for Scoring Top-Notch Employees in a Competitive Job Market

Knowledgeable employees are a must for any successful business. They are the backbone of the company and are the ones who do the grind day in and day out to ensure your business stays profitable. In today’s job market, employees have choices when it comes to where they work, and it is no longer enough merely to provide them with a paycheck for doing the work to keep them happy and keep them coming to work for your company each day. Recruiting and training new employees is expensive, and the goal of any company should be to keep good employees with the company for as long as possible. Robb Misso, founder of Dynamic Manufacturing Solutions (DMS) and Austin Regional Manufacturers Association (ARMA), shares tips for scoring and retaining good employees in a competitive job market:

  1. Create a Positive Work Culture

Maintaining a positive work culture will make employees feel like the work they do is worth something to the company. Nobody enjoys going to work when they do not feel like a valued asset to the team. When employees feel happy and comfortable in their jobs, they are less likely to seek employment elsewhere. Social media has made it possible for employees past and present to discuss their personal experiences with a company, and new potential candidates are likely to do research on their own and find these comments.

To create a positive work culture, train management in every department to manage their areas in a more upbeat manner. Employees should never be yelled at or humiliated while they’re at work. While it is the manager’s responsibility to provide feedback that is both good and bad, as well as take disciplinary action in certain cases, employees should be allowed to save face in the process.

  1. Offer Incentives

Be the employer that career-driven candidates want to go to work for by offering enticing employee incentives. Depending on what your budget allows, consider offering incentives like additional paid time off, a break or lunch room that is stocked with snacks and goodies to get them through the day, gift cards or other small rewards for meeting goals and milestones, an exercise space, or maybe even stress relief or personal finance classes.

If given multiple employment offers from several different companies, candidates are going to choose the company that offers the best incentives and the most pleasing work environment. Do some research and see what other companies offer as incentives so you can try to get a leg up on the competition. When coming up with your employee incentives strategy, think Google, considered one of the best places to work in America. That is because employees get extraordinary incentives like a game and relaxation room, free meals, a massage room, and beautiful offices in which to work in.

  1. Provide Competitive Benefits

Benefits are another area of the company that managers need to explore to ensure they get the best candidates applying for open positions. Employers that offer the most affordable and most competitive benefits packages are usually the ones that end up with the best long-term employees.

Benefits that most employees really want include excellent medical insurance with low deductibles and co-pays, free or low-cost dental plans, medical flexible spending accounts, vision care with reasonable eyewear allowances, paid sick time, a retirement savings plan, plenty of vacation days or personal time off days, tuition reimbursement, and industry-specific benefits.

  1. Promote Creativity

Promoting creativity in the workplace is a perk for both employees and the company as a whole. When employees are allowed to think outside of the box and come up with ideas that cross the line into uncharted territory, innovation happens. Especially true of millennials, most employees do not like to be micromanaged or do the work as they have always done it because it is the way they have always done the job.

Create focus groups, brainstorming games, and other fun programs that allow your employees to think freely and come up with more efficient ways to do the work, and you will have applicants bursting through the doors when you have an open position available.

  1. Provide a Work Space that Works

Open floor plans are the way of the future and promote conversations and networking among employees.  Employees want easy access to each other and their supervisors. To create a culture of communication within your workplace, consider going with an open floor plan. While you are at it, make sure your employee’s workspace is warm and inviting. Employees spend many of their waking hours during the week at work, and so the ideal workspace will feel like a second home to them. Create a workspace that features modern decor, a relaxing lunch or break room, and is adorned with interesting art and live plants.

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Jason Kulpa, San Diego CEO, Shares Five Ways to Improve Your Company Culture

Company culture, always unique, refers to the beliefs, character, ethics, and personality of your group. Corporate culture grows naturally over time from the traits of leaders and employees of the company and affects how employees and management handle business, both internally and externally.

There are many ways to improve your company culture and Jason Kulpa, the CEO of UE.co, identifies five primary ways to get started.

1) Reduce Burnout

When an employee feels overwhelmed, and underappreciated burnout occurs. Research has identified several elements that lead to employee fatigue. Studies show that the leading causes are unfair compensation, unreasonable workload, and excessive overtime. Secondary causes include poor management, lack of connection to corporate strategy, and dangerous or unhealthy workplace environments. Taking steps to correct these issues can improve employee morale.

2) Expertly build and use teams.

One way to improve culture is through the practical use of teams to create solutions to existing problems and to generate new ideas. According to The Harvard Business Review establishing groups to address specific issues has many advantages. Teams foster collaboration and interaction between individuals from different areas, and these partnerships are critical to an organization’s long-term success. Team building allows input from multiple sources with varying perspectives, fostering creativity and developing relationships. Empowered members know that their thoughts and ideas are of value to the organization.

3) Create a workplace that works for women.

Money Magazine’s recent article ” What Women Want from a Workplace” presented research showing that nearly 47% if today’s labor force are women. Women offer unique perspectives as well as issues for organizations that are predominantly male bastions. Women communicate differently than their male counterparts and have specific needs. Women are more family oriented and simple things like providing a private area for breastfeeding can enhance their sense of belonging. Additionally, women want support from senior staff, mentoring, and professional development.

4) Limit the top performers hired.

Every organization strives to recruit and retain the best minds available, the superstars. While it is vital to have the best possible recruits, an article in Forbes titled “Ten Reasons Some Managers Won’t Hire Top Performers” notes that hiring top-notch performers can negatively impact those around them. Often seen as people who can do no wrong, in large numbers they can stifle creativity throughout the workforce. A new hire with an excellent resume seems an obvious choice, but compatibility and ability to integrate successfully are equally important.

5) Develop a purpose.

Sherry Hakimi, writing for Fast Company, states that one of the leading secrets of successful companies today is a strong sense of purpose. Success in today’s business climate demands more than just the pursuit of profits but also a sense of purpose. A strong sense of purpose can motivate and mobilize a workforce in ways that the pursuit of profit alone cannot accomplish.

Companies that develop a purpose ensure it is a primary consideration and instill that purpose throughout its workings, differentiating itself from competitors. Purpose becomes a force that drives the organization, attracting talented employees and loyal customers. Employees and consumers today look for institutions that stand for more than just profit and engaged and excited employees become excited about the future.

Organizations of all types can foster this engagement by investing in their future and ensuring a climate of learning, advancement, and the sharing of common goals. Company culture begins at the top, and every organization can find ways to improve.

References:

Dodson, Claire. “Why Purpose-Driven Companies Are Often More Successful.” Fast Company, Fast Company, 22 July 2015,

Pentland, Alex “Sandy”, and Anita Woolley and Thomas W. Malone. “The New Science of Building Great Teams.” Harvard Business Review, 15 July 2015,

Ryan, Liz. “Ten Reasons Some Managers Won’t Hire Top Performers.” Forbes, Forbes Magazine, 15 Sept.. 2016, “What Women Want from a Workplace.” Money Management, 27 Sept. 2017,

 About Jason Kulpa:

Jason Kulpa is the founder and CEO of UE.co, an Inc. Fastest Growing Company that delivers cutting-edge marketing products and services. After graduating from the W.P. Carey School of Business at Arizona State, Mr. Kulpa made a career from encouraging growth in several exciting areas of the tech industry. He is San Diego Business Journal’s “Most Admired CEO” for 2018.

Jason Kulpa Around the Web:

http://www.digitaljournal.com/pr/3862998

http://www.nbcrightnow.com/story/39026829/ueco-ceo-jason-kulpa-announces-entrepreneur-scholarship-winner

https://angel.co/jasonkulpa

https://forbescouncils.com/members/agency/profile/Jason-Kulpa-CEO-Founder-UE-co-UE-co/45315543-918e-4070-a59b-be44bfa066bd

https://www.crunchbase.com/person/jason-kulpa

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