Improving Employee Engagement and Retention of Hourly Workers

As a human resources manager, what if you would expect most entry-level hourly workers to leave in less than a year? According to a survey of 1,200 people, more than half of those who do entry-level jobs say it's their plan, and less than a quarter are very satisfied with their job. Such a high level of employee turnover will be expensive for the business. So several surveys and interviews conducted by dozens of companies to improve the employee engagement and retention and work culture, provided five key insights for employers, including how to improve managers Training, diversity and integration, and scheduling.

Training front line managers to support processes and people.

The treatment of subordinates by managers and superiors leads to the measurement of job satisfaction. One of the survey report says, nearly 40% of men and 50% of women are struggling with their job because they feel they are unfairly treated by the manager. In fact, 32% of respondents said they had been unemployed in the past due to managers' unfairness or lack of respect. They say that being treated fairly and respectably is more important than income.

Companies can train front-line managers who are often quickly moved to this location and have never managed a single team. While most front-line manager training focuses on topics such as inventory, cash management and customer service, some companies recognize that deploying managers to support their teams is also critical to their business.

Providing opportunities for professional development.

One study shows that if young people consider their jobs as stepping stones in their careers or careers, they may work more than a year. However, only 35% of the young people surveyed considered this to describe their current job. How can employers make up for this gap?

First, employers can provide meaningful opportunities for career development within the company. Second, employers can support the education of employees.

Commitment to inclusion, not just diversity.

Employers can create a more diverse and inclusive work environment - with clear evidence that doing so is good for businesses.

Using mature scheduling practices.

Most of the young people we surveyed (83%) said they are more likely to stay in their current jobs if they have more control over their working hours. The most important aspects of identifying youth are predictability and flexibility.

Provide access to key benefits and opportunities to make more working time.

Not surprisingly, young people value well-being, wages and hours. Our research shows that while they value the benefits of overtime pay, retirement savings plans and paid leave, the most important benefit is health insurance. That's why companies like UPS, Lowes, and Starbucks are in great demand - they all offer some form of health insurance for part-time hourly workers.

Therefore, it provides a clear business case for implementing these ideas. Employers ahead of these areas are outperforming the industry average for retention and employee engagement. This not only makes them a great place to work for young people, which makes them more powerful.