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Employee Loyalty: 3 Ways to Earn It
Safari Solutions Newsletter December 2004, Volume #16
Employee retention ranked as a hot subject in our July survey. This month we will focus on this important topic. Retention . . . you can't buy it; you earn it!
Ann Clifford
Dos and Don'ts
Can you ask a candidate the following question?
"Can you show proof of your eligibility to work in the United States?"
(Answer provided at the end of the newsletter.)
Employee Loyalty: Earned not Bought
Employee loyalty is the foundation of employee retention. Loyalty is not derived from free Pepsi and popcorn, or even flexible scheduling. Loyalty stems from growing and nurturing a long-standing trusting relationship between employer and employee.
Good communication, strong ethics, and fair and consistent corporate policies are at the foundation of a trusting relationship.
Employees are more likely to be loyal to employers that display fairness and loyalty to them. Need proof? Just look at Southwest Airlines, a company renowned for its loyal workforce and high retention rates. CEO Herb Kelleher has long maintained that the needs of employees should take precedence over those of customers and shareholders.
With respect to recruiting, how can you tell if a candidate is likely to become a loyal employee? The solution is simple. Just listen carefully to how the candidate describes his/her experiences with former employers. A candidate who actively tried to make past situations work is more likely to be loyal to future employers.
(Source: Excerpts from Recruiter World)
The Knowledge Worker - What Makes Them Click?
In a recent essay, Peter Drucker talks about how to retain an employee whose knowledge is valuable to your company. He calls them "knowledge workers."
"Knowledge workers need to be satisfied with their pay, because dissatisfaction with income and benefits is a powerful disincentive. The incentives, however, are different. The management of knowledge workers should be based on the assumption that the corporation needs them more than they need the corporation. They know they can leave. They have both mobility and self-confidence. This means they have to be treated and managed as volunteers.
The first thing such people want to know is what the company is trying to do and where it is going. Next, they are interested in personal achievement and personal responsibility - which means they have to be put in the right job. Knowledge workers expect continuous learning and continuous training. Above all, they want respect, not so much for themselves but for their area of knowledge."
(Source: Source: From The Near Future, CFO Magazine, Peter Drucker)
Did You Know
According to a recent compensation survey, most group medical plans required employee contributions. On average, employees paid 18% of medical insurance premiums for single coverage and 31% for family coverage. Employee premium contributions averaged $67.57 per month for single coverage and $264.59 per month for family coverage.
Answer to Today's Dos and Don'ts
"Can you show proof of your eligibility to work in the United States?" Is it legal to ask?
Yes, this is a legal question. In fact, every new employee must provide such documentation during the first days on the job. However, don't ask this question only to those who have accents or appear foreign. Your application and interview process should be consistent for all applicants.
It is OK to ask candidates if they are eligible to work in the US, however, asking if they are a US citizen is not. The EEOC Guidelines on Discrimination Because of National Origin indicate that consideration of an applicant's citizenship may constitute evidence of discrimination on the basis of national origin.
Employee retention ranked as a hot subject in our July survey. This month we will focus on this important topic. Retention . . . you can't buy it; you earn it!
Ann Clifford
Dos and Don'ts
Can you ask a candidate the following question?
"Can you show proof of your eligibility to work in the United States?"
(Answer provided at the end of the newsletter.)
Employee Loyalty: Earned not Bought
Employee loyalty is the foundation of employee retention. Loyalty is not derived from free Pepsi and popcorn, or even flexible scheduling. Loyalty stems from growing and nurturing a long-standing trusting relationship between employer and employee.
Good communication, strong ethics, and fair and consistent corporate policies are at the foundation of a trusting relationship.
Employees are more likely to be loyal to employers that display fairness and loyalty to them. Need proof? Just look at Southwest Airlines, a company renowned for its loyal workforce and high retention rates. CEO Herb Kelleher has long maintained that the needs of employees should take precedence over those of customers and shareholders.
With respect to recruiting, how can you tell if a candidate is likely to become a loyal employee? The solution is simple. Just listen carefully to how the candidate describes his/her experiences with former employers. A candidate who actively tried to make past situations work is more likely to be loyal to future employers.
(Source: Excerpts from Recruiter World)
The Knowledge Worker - What Makes Them Click?
In a recent essay, Peter Drucker talks about how to retain an employee whose knowledge is valuable to your company. He calls them "knowledge workers."
"Knowledge workers need to be satisfied with their pay, because dissatisfaction with income and benefits is a powerful disincentive. The incentives, however, are different. The management of knowledge workers should be based on the assumption that the corporation needs them more than they need the corporation. They know they can leave. They have both mobility and self-confidence. This means they have to be treated and managed as volunteers.
The first thing such people want to know is what the company is trying to do and where it is going. Next, they are interested in personal achievement and personal responsibility - which means they have to be put in the right job. Knowledge workers expect continuous learning and continuous training. Above all, they want respect, not so much for themselves but for their area of knowledge."
(Source: Source: From The Near Future, CFO Magazine, Peter Drucker)
Did You Know
According to a recent compensation survey, most group medical plans required employee contributions. On average, employees paid 18% of medical insurance premiums for single coverage and 31% for family coverage. Employee premium contributions averaged $67.57 per month for single coverage and $264.59 per month for family coverage.
Answer to Today's Dos and Don'ts
"Can you show proof of your eligibility to work in the United States?" Is it legal to ask?
Yes, this is a legal question. In fact, every new employee must provide such documentation during the first days on the job. However, don't ask this question only to those who have accents or appear foreign. Your application and interview process should be consistent for all applicants.
It is OK to ask candidates if they are eligible to work in the US, however, asking if they are a US citizen is not. The EEOC Guidelines on Discrimination Because of National Origin indicate that consideration of an applicant's citizenship may constitute evidence of discrimination on the basis of national origin.
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