Proven Methods for Employee Retention in Packaging
Employee retention in packaging is a hot topic these days. After all, with a vibrant economy and abundance of opportunities, qualified workers are in demand. This means employers must keep a pulse on workplace morale and foster an environment that encourages longevity. Here are some great ways to ensure this happens.
Employee Retention Starts with Finding the Right Talent
Packaging firms know that top employees are hard to replace. Especially when they have a wealth of knowledge and years of experience under their belt.
Not to mention that losing a key player can negatively impact office morale. People talk. And when good packaging executives walk away, those left behind wonder why.
Granted, there’s no way to completely eliminate churn. But there are methods to reduce it. One of the best is to hire the right people in the first place.
For starters, take a look at the messaging your company is putting out. Rather than having to search for talent, a strong corporate culture brings the right candidates to you. Ones that know what you stand for, understand your value, and whose beliefs are in harmony with your own.
If both parties are on the same page to start with, they’re likely to stay that way.
Second, review your onboarding and orientation processes. Constantly thinking about the experience from the candidate’s point of view. Ask yourself:
- Do I feel welcome and appreciated as a new employee?
-Are the lines of communication open and is information readily available?
-Is there access to the resources I need to hit the ground running and find success?
The more you can empathize with employees, the better your onboarding experience will be. But the process doesn't stop just because their name is on the payroll.
Employee retention is like gardening - constant nurturing is key.
Especially in the early stages of hiring, consider a follow-up and mentorship program for new employees. A system that allows them to learn the ropes, accelerate their growth, and avoid common pitfalls.
You’ll want to check in periodically to see how things are going (whether you hear any complaints or not). Keep in mind that some employees internalize their feelings and won’t speak up without being asked.
Don’t assume that no news is good news.
Continuous Training Promotes Job Satisfaction
It goes without saying that every employee wants to be paid well and feel appreciated. But they also need to be challenged and have a sense of accomplishment from their work. That means stretching and taking on new responsibilities.
Yet, in today’s fast-paced world, it’s tough without proper training.
Ill-prepared employees are more likely to feel stressed and experience anxiety. They may also be less efficient which means reduced productivity. Whereas comprehensive training produces the opposite effects.
Simply put, workers thrive when opportunities to grow exist. Proper training helps them feel prepared when new possibilities arise (and make the most of them when they do).
If packaging executives don’t see a way to advance or improve their career, they’ll grow restless and weary. And a dissatisfied employee is typically one of the first to leave.
Encouraging Teamwork Keeps Employees Happy
One of the core benefits of teamwork is accomplishing more together than we ever could alone. That’s why promoting team building in the workplace is such a common catalyst for success.
When working with others becomes physically or emotionally draining, employees have a tendency to move on. Usually, the problem stems from being assigned responsibilities incongruent with an individual’s strengths.
Fostering each team member's abilities and working style is the easiest way to overcome this issue. When assigning tasks to people, figure out where they shine and ask what they like to do best.
Doing so promotes engagement and increases job satisfaction.
It’s okay to help them “stretch” from time to time. As this is the only way to encourage true growth and development. Just be sure to balance out these awkward assignments with tasks they enjoy doing (to prevent burnout and frustration).
Balance and Rewards Are Powerful Motivators
People like to say, “it’s not about the money” but (at least to some degree) it is. Doing meaningful work is important, yet everyone has bills to pay and others to think about.
Receiving a bonus or small gift now and then can go a long way towards improving morale and job satisfaction. But even if times are tight you can reward performance in other ways.
A simple “thank you” for a job well done can have a tremendous impact on the recipient. Even better, praise employees in front of their peers to show your appreciation. Studies prove that public compliments not only feel great but inspire others to work towards similar goals.
And while recognizing hard work is important, so is admitting that employees are not robots. Packaging executives need time off to recoup, be with their loved ones, and pursue hobbies and passions outside of the workplace.
Make sure work-life balance complements their performance incentives.
Build a Brand That Makes Employees Proud
To keep the best packaging employees around, create a brand worth bragging about. Good pay, a strong corporate culture, and opportunities to advance will win you some brownie points. But so will taking up a cause or focusing on those less fortunate.
Consider supporting a local charity or becoming an active part of your community. Offer to serve, donate, or mentor whenever and wherever you can. Make these events team building exercises and encourage workers and their families to participate.
The camaraderie and goodwill you foster won’t go unnoticed.
If you want to act on a bigger scale, think about making a commitment to the environment or other social causes. Being seen as an innovator or leader in these movements is not only good PR, but also a great tool for recruiting and retention.
Just make sure the chosen cause is in line with your company mission and values.
In the end, the best retention strategies are those that focus on the employee. Understanding their wants, anticipating their needs, and seeing the work environment from their perspective. Constantly removing obstacles that impede progress and nurturing a culture of service to others.
Employee retention is a continuous process. One that must be evaluated - and updated - on a regular basis. Ensuring that salaries, benefits, and opportunities match current expectations.
Keeping great people around is hard work. But it’s a lot easier than finding their replacements.
What kind of retention strategies does your company utilize?
Leave a comment below and let us know!
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Chase & Associates
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