Why Employees Quit: Low Pay
Hiring an employee may — at first — seem equivalent to investing in a machine or piece of equipment. Newer and inexperienced managers often slide inadvertently into this analogy, and they often assume that if a piece of equipment is designed to do one thing, and a cheaper unit can accomplish the task just as well, the cheaper unit must objectively represent the better choice. For inexperienced managers, rejecting a higher priced applicant (or dismissing a more expensive employee) in exchange for a cheaper one might seem like a no-brainer.
But as they gain experience and industry knowledge, smart managers and leaders recognize that this analogy just doesn’t translate into the realm of human employees. In the world of management and staffing, cheaper is rarely better — if ever. Here’s why.
Quality Employees Insist on Respect—and Compensation.
Far too often, promising start-ups are derailed and promising companies go under simply because their managers fight employees for every dollar. These companies play hardball during salary negotiations, resist minimum wage legislation, and squeeze employees for every hour of time on the clock, believing that this stance will have no impact on employee motivation, loyalty, or retention. The bitter truth: It certainly does have an impact. Employees who feel they must fight for every raise receive a clear message: Their work is not valued. And eventually, they respond the way anyone would: They leave. When they go, they take their institutional knowledge and their years of experience and training with them.
Sometimes the appearance of a grasping company culture can cause more harm than low salaries themselves. Companies that are (or appear to be) generous and loyal to their employees can gain more ground than those who brush off raise requests or quickly resort to layoffs when they need to cut costs. Studies show that employees will tolerate low pay if their employers appreciate them and value their contributions. But the right attitude only goes so far; employees still have to pay their bills.
Low Salaries Don’t Attract Applicants
If you aren’t willing to provide competitive compensation, don’t expect a large pool of excellent applicants. Those who have more options will apply elsewhere, and applicants who appear qualified, or overqualified, will likely use this low paying job as a stepping stone to something else. Again, when they leave, they’ll take the cost of hiring, onboarding, and training with them as they walk out the door. Turnover can be much more expensive than fair offers and regular annual raises.
In most traditional employee-employer relationships, money isn’t just money; It’s a stand-in for respect. In this way, little overlap exists between people and mechanical equipment. When it comes to your most valuable resources (your human resources) cost-savings are rarely what they seem.
Why Employees Quit: Too Much Stress
About 33 percent of employees — or one out of every three on average — quit their jobs or make plans to quit within the first six months. This statistic may seem overwhelming for concerned hiring managers, but take a breath before you panic; as it happens, the reasons for these departures are surprisingly simple. At the very top of the list: stress. Stressed employees aren’t happy, and after about six months they have enough information and experience to accurately predict whether things will turn around on their own. If things aren’t improving and the future looks darker than the present, not brighter, they start eyeing the exits. So what can you do to help new employees adjust to their new circumstances and help stressed employees recognize a smoother path somewhere down the road? Keep these tips in mind.
It’s okay to pay your dues, but not forever.
Most employees expect and accept that any new experience presents challenges. They’re prepared to prove themselves and face the stresses that are part of any new profession, industry, or workplace. But if they can’t identify clear milestones ahead, that’s a problem. For example, if they’re carrying heavy newbie workloads, but they see more experienced counterparts carrying the same loads with no change in circumstances, no significant pay raises, and no clear gains in respect or schedule flexibility, that’s a red flag.
New employees may face a crisis of confidence.
Again, new jobs are always difficult. But while some employees grow as their experience grows, others are simply not cut out for this type of work. Those who place themselves in the second category (or who are placed there by critical supervisors) will leave. Evaluate every employee before you let them slip away. Does she simply need more patience and better training? Or is he truly hopeless in this role? Answering correctly can make or break your company.
Long hours are not appealing.
If your company culture rewards those who are all work and no play (literally), don’t expect your new employees to make long term plans with you. Short term plans, maybe. But nobody dreams of growing old in the office, never seeing their families and never having schedule flexibility or time off to live their lives. If you decide to embrace a 24-hour workplace culture in which employees abandon their lives to focus on their spreadsheets, you’ll also be embracing a future—and a brand reputation– as a revolving door.
Work With a Top Staffing Agency in Scottsdale
Give your employees room to breathe and the resources they need for growth. Stress isn’t always a deal breaker, but stress without support usually means short tenures. If your team needs more support work with a top staffing agency in Scottsdale and contact the experts at the ACCENT Hiring Group!
In a Tight Candidate Market, Paint the Right Picture with Your Job Post
The quality of your job post can make or break your ability to attract top candidates in any job market, but as the availability of qualified candidates starts to drop, the pressure begins to increase. Under any economic conditions, your post should be informative, organized, well-written and professional. But when the marketplace tightens, you’ll need to raise your game on every level—At this point, you aren’t just trying to attract candidates; you’re trying to stay one step ahead of competing employers. So keep these tips in mind as you polish every detail.
Cover the Basics First
Put yourself in the shoes of your ideal candidate and read your job post from that person’s perspective. Does the post contain all the information you need in order to apply? Does it explain exactly what the job entails, where it’s located, how much it pays (as precisely as possible), what it requires, and what opportunities it offers in terms of advancement? Don’t worry about giving your post extra zest until these bases are covered.
Next, Bring the Heat
Once you’ve given your potential applicants all the information they need, go ahead and explain why this job shines a little brighter than other similar positions. Generate some excitement by showcasing the details that make you proud of the company. And focus on the future, not just the present. Sure, this is a great place to work, but it’s also growing every day. Explain how adding this job to a resume can help your candidate move forward and grab the next rung of the ladder, and then the next.
Respect Inspires Respect
Treat your candidate as the valuable (potential) asset they are. Don’t warn, scold, or make them jump through demeaning hoops. This might help you weed out disinterested candidates during down markets when most candidates are desperate for work, but in the current climate, you’ll only turn off the strongest applicants and deter those who have access to better options. Be positive and send a clear message: your workplace encourages a culture of respect.
Don’t Skip Incidental Details
Is this job located in the heart of a thriving city? Is it nestled in a peaceful suburb? Is this workplace surrounded by remote beauty and natural vistas? What kind of cultural opportunities exist close to you, and how can you leverage these positive features (which have nothing to do with your company) into a reason for great candidates to apply? Consider commuting benefits, culture, and access to the heart of your industry.
Work With a Top Staffing Agency in Scottsdale
If you are looking to attract the candidates ready to make an impact on your organization, contact the recruiters at the ACCENT Hiring Group today!
How Does Trust Affect Your Feedback?
As a manager, you’re probably aware that feedback carries weight, it gets things done, and it’s an essential aspect of open communication. If you don’t provide feedback, your employees don’t grow and your company stands still. So you know you need to do it. But you may also view feedback delivery as an awkward and tedious chore, something that your employees enjoy hearing about as much as you enjoy sharing…which is not at all. So how can you find a balance between these two poles? What can you do to make sure your feedback process is helpful, not destructive? And even better, what can you do to make the process as quick, natural, painless, and effective as possible? Here are a few simple tips.
Trust is essential.
If your feedback comes off as criticism (which it probably does; most employees naturally equate negative feedback with criticism), don’t respond by skipping it altogether. (This is also a natural human reaction to painful encounters and conversations; most of us avoid them.) Instead, keep searching for new ways to reframe your statements, and measure what you say against the level of trust your employee places in you. If your employee doesn’t trust you, don’t lay on the negativity. Nothing good can come of this. On the other hand, if your employee knows that you have their best interests at heart, say what you need to say fearlessly. If all or most of your direct reports fall into the first category, work on trust first. Worry about feedback later.
Talk about effort instead of ability.
Don’t use language that suggests your employee is “good at” some things and “not good at” other things. Every strength can vary from day to day and year to year, and what looks like exceptional or weak talent one year can fade or grow over time. Skills and talents are like muscles: If we exercise them they get stronger. So don’t frame your feedback in terms of inherent ability; instead, concentrate on where your employee is placing their efforts. Encourage them to shift effort away from some areas and increase it in others.
Empathy can save your relationships, and possibly save your company.
Before you deliver negative feedback, ask yourself one critical question: If you were in your employee’s shoes, how would you respond to the words you’re about to say? If these words would feel motivating and inspiring to you, they’ll probably feel the same to your employee. But if you’re delivering these words to make your employee feel small, to make yourself feel important, to scold, to punish, to manipulate, or to check off a box on your to-do list, pause. What outcome do you hope to achieve with these words? Keep your eyes focused on that outcome as you move forward.
Work with a top staffing agency in Scottsdale
When Is the Right Time to Reach the Job Seeker You Want?
According to a recent analysis by the American Time Use Survey, about 1.2 percent of Americans spend some time every day searching for a job. On average, those who engage in this activity spend about 2.5 hours doing so. So if you’re a recruiter or hiring manager competing for the attention of top talent, you have something to gain by seeking answers to two questions: When do these 2.5 hours take place during the day? And if these hours are not evenly distributed throughout the week, which days show peaks of activity?
If you can target the moments when your best candidates are online and active, you can save time, money and energy by finding a shortcut to great resume submissions. Here are a few tools and data points that can help you streamline your search:
The Golden Hours: At Lunch and After Dinner
Job seekers tend to be most active during the early afternoon hours when Americans stop work and other activities for a midday meal. Employed workers who are looking for new opportunities tend to scroll job boards on their lunch breaks, and those who aren’t working full time tend to step away from volunteering, school, childcare and other demands to search for jobs during the same hour. The search trails off during the afternoon, drops during standard commuting hours, and picks up heavily after dinner.
A Slight Variance Between Employed and Unemployed
Employed job seekers lean more heavily toward the post-dinner peak, and unemployed seekers contribute more to the lunchtime peak. This may be because employed job seekers don’t want to engage in the search while they’re in the office.
Aim for the Early Days of the Workweek
Both working and non-working job seekers lean harder into the search during the earlier days of the week, between Monday and Wednesday. The busiest job search hour of the week takes place between 11:00 am and noon on Tuesday.
Weekend Search Trends
As the weekend approaches, the job search becomes a lower priority for both employed and unemployed job seekers. Most people take the weekend off, and their thoughts start straying from the search by roughly Thursday afternoon. They don’t tend to pick up the trail again until Monday morning, but a small exception exists: job search activity begins quietly rumbling to life again on Sunday evening, specifically among those who happen to hold a four-year degree.
By far the quietest job search period during the week takes place on Saturday. If you post an open position on a Saturday, don’t expect many job seekers to see or respond to it for at least another day or two.
Work With a Top Staffing Agency in Scottsdale
For more on how, when, and where to grab the attention of the qualified candidates you’re looking for, turn to the hiring professionals at the ACCENT Hiring Group and work with a top recruiter in Scottsdale.