Adams & Garth Blog

As Lynchburg recruiters, we know that losing a top performing employee could be costly to your business in numerous ways – from a loss in productivity to a negative impact on customer relations.

But while most employees don’t let you know they’re leaving until they’ve found another a job, there are some key signs that he or she has one foot out the door.

Sign #1: Disengagement

At one time, your employee was highly motivated and took an active part in meetings. Now, however, they come across as disinterested. They seem to lack the same passion, drive, and commitment they’ve previously displayed. This could be a sign that they’re on the hunt for a new opportunity and are more interested in that pursuit.

Sign #2: Time Off/Tardiness

Your employee used to be a stickler for being on time. They never took breaks unless for a vacation or because they were sick. Now, though, they regularly come in late and take long lunches. They ask for random days or afternoons off with no explanation. This could be a sign they are interviewing for new jobs. It could also be a sign that they are trying to use up their sick leave before quitting.

Sign #3: Formal Attire

If your employee regularly wears casual clothes to work, and of all a sudden starts showing up in a suit, then an interview could be taking place that day.

Sign #4: An Increase in Activity

Your employee never cleaned their desk before; now they are clearing out drawers, cleaning shelves off, and shredding papers. This could be a sign that they are getting ready to jump ship. They may also be using office equipment (such as printers and copiers to produce resumes) more than they have in the past.

Sign #5: Private Phone Calls

Another sign your employee is looking for new work is if they start shutting the door to take calls or have them transferred to a private conference room.

If you’ve noticed some of these signs – and you’re suspicious that an employee you’d like to keep on staff is leaving soon – is there anything you can do to stop them?

The most effective approach is to simply talk with your employee. Let them know you’ve noticed they don’t seem as happy on the job and you want to work toward a positive solution that’s a win-win for both of you.

To get to the root of the problem, ask your employee open-ended questions like “how are things going in your job?” and “what are your thoughts on the working conditions here?”

Perhaps they no longer feel challenged by their work and are looking for more responsibility. Maybe they feel they like they’re not getting paid enough. In this situation, it’s important to open up the lines of communication and let the employee know you’re concerned about their job satisfaction and overall well being.

Once you do have an understanding of the problem, then you can work toward developing a solution to fix it. In some cases, that may not always be an option – for instance, if the employee wants a larger salary and you simply can’t afford it.

If that’s the case, and your employee does decide to move on, then be sure to conduct an exit interview to help you improve future retention efforts. Here’s a look at 12 critical questions to ask when conducting an exit interview.

And if need some assistance recruiting and hiring new talent, our Lynchburg recruiters can help. We can evaluate your culture and the job requirements; develop an effective description; source, screen, interview and test potential candidates; and deliver only the most skilled and qualified candidates for you to interview. At Adams & Garth, we take the hassle out of hiring.

Find out more.

As a Central Virginia staffing and recruiting firm, we know that employee turnover is costly for every business. Costs to replace an entry level employee can range from the hundreds to the thousands of dollars. In fact, the Society for Human Resource Management (SHRM) determined that replacing an entry level employee can cost, on average, from 30-50% of the employee’s annual salary. So if an entry level employee who’s making $24,000 a year leaves your company, it could cost you $12,000 to replace that person. These costs include recruiting, interviewing, hiring, training, and any loss of productivity.

So what can you do to retain entry level employees? Here are some tips:

Pay the highest salary possible.

Turnover due to low salary will actually cost you more in the long run. So if necessary, stretch your budget a little to pay a higher wage.

Offer rewards.

When an employee achieves an important goal or goes above and beyond, reward them. Offer a cash reward, extra personal days, or a choice of either one. Your employee will feel valued and will also be more motivated to continue doing good work.

Get to know your employees.

By getting to know your employees on a more personal level, you’ll have a better understanding of what makes them tick – and what motivates them. You can then use this knowledge to better manage them.

Offer financial assistance for education.

Paying for all or part of an advanced degree is a terrific way to encourage employee growth. You may also want to consider tying the financial assistance to the employee’s longevity with the company. For instance, an employee who takes advantage of the assistance has to stay with the company for a certain number of years.

Listen, be considerate, and value their ideas.

Entry level does not mean unimportant. And just because an employee is a rookie doesn’t mean they won’t have valuable ideas. In fact, they may be able to offer a fresh perspective. Encourage them to come to you with any thoughts or suggestions. Even if the answer is “no” to a certain suggestion, offer an explanation as to why that is and let them know you appreciate the input.

Be flexible about hours and time off.

Consider offering flexible working hours to your employees. Also consider combining sick, vacation, and personal days. The number of days allowed would be the same – but your employees then have some flexibility in how they use them.

If you need help attracting and retaining entry level – or any level – employees, please contact Adams & Garth. As Central Virginia’s leading staffing and recruiting firm, we can help you find, hire, train, and retain top performing employees.

According to the Society for Human Resource Management (SHRM), it costs roughly $3,500 to replace one $8 per hour employee when you take into consideration expenses such as recruiting, screening, and hiring.

What’s worse is that, according to other sources, this is the low end of the spectrum. In fact, some sources estimate that the cost to replace an entry level employee is 30-50% of their annual salary. That percentage goes up to 150% for middle level employees and 400% for high level employees.

So, with that in mind, what can you do to reduce employee turnover at your company? Here are four steps:

Step 1: Hire the right people.
Hiring people with the right skills and the right personality for your company is the best way to reduce turnover. So, during the interview process, don’t make any quick decisions. Evaluate each candidate carefully to ensure they will be a fit for your organization.

Step 2: Offer competitive compensation and benefits packages.
Work with your HR department or a Lynchburg staffing company to gather recent data on what other similar companies are offering in terms of salary and benefits. In addition, review your salary and benefits each year to make sure you remain competitive.

Step 3: Pay attention to your staff’s needs.
Offer more flexibility where you can. For instance, you may want to offer on-site daycare or the ability to telecommute.

Step 4: Keep the lines of communication open.
Make sure your employees know that they can always come to you with an issue. Also, don’t forget to say thank you. In fact, praise and recognition are probably the least expensive ways to keep your workforce happy and productive.

Don’t let high turnover hurt your bottom line. As a leading Lynchburg staffing company, Adams & Garth can create an employee retention plan that will help you to reduce turnover and improve retention. Contact us today to learn more.

There seems to be no shortage of bad news out there lately. So much so that it can be hard to focus on the positive. But, in order to boost employee morale at your company, that’s exactly what you have to do. After all, your employees are your most important asset. Don’t let them become discouraged or disinterested.

As one of Culpeper’s leading employment agencies, we’ve picked up a few ideas over the years on how to boost employee morale that we’d like to share with you:

1. Be open with your employees.
It sounds simple, but not enough employers embrace open communication. Listen to what your employees have to say, welcome new ideas, and let them know that your door is always open.

2. Reward results.
While performance bonuses are great in a strong economy, they may not be realistic right now for your company. So consider giving bonuses in the form of extra vacation days. Another way to reward top employees is to create an employee wall of fame or an employee-of-the-month program. Or even a small gesture like sending an email or a note congratulating your employee on a job well done can work wonders.

3. Learn about your employees.
Get to know them—and their likes and dislikes. You don’t have to learn every detail of their background, but be sure to acknowledge important events, like birthdays, weddings, and births.

4. Stand behind your staff—and inspire loyalty.
The old adage, “the customer is always right,” is certainly true—for the most part. There are times (few and far between hopefully) when a client becomes unreasonable or unrealistic in his or her expectations. In these kinds of cases, back up your employee, particularly if the client gets verbally abusive (hey, we’ve seen it happen).

5. Encourage flexibility.
Let your employees work flexible hours, whether they can come in early and leave early, work a four day week of 10-hour days, or work a few days from home.

6. If possible, avoid layoffs.
Clearly, no one wants to lay off any employees. Unfortunately, lay offs are a reality sometimes. Even worse, nothing erodes employee morale more than a round of lay offs and wondering when their job is the next to get cut.

If you have to cut staff, be open about it with your remaining employees. Explain why you laid certain individuals off and what you’re doing to protect against further job cuts.

When employees aren’t happy on the job, then they’re not productive—which impacts you. As an employment agency in Culpeper, Adams & Garth can help you make sure employees are both happy and productive through customized employee retention plans. To learn more, contact Adams& Garth today.