Innovative ideas for human resources
In today’s business climate, employee retention techniques are incredibly necessary in all fields of business. From 2008 to 2011, there was a general consensus among employees that they should stay at their current jobs due to the economic climate and lack of other opportunities. Even though the market continues to slowly improve, employees are now moving on to other companies which may also include competitors. To combat this shift for high-value employees, companies are looking for innovative HR ideas to help keep them employed.
How can a company keep an employee looking to leave their current situation? There is a saying that “the grass is greener” even if the employee does not know the new environment in which he is attracted. If he is a top producer or is considered an industry expert, it is imperative that the existing company do everything in its power to retain that employee. Outside of legal agreements, there are innovation and management practices that can be employed to make the candidate in question want to stay in their current position.
What if the candidate in question is someone who has small children at home? They may be looking for opportunities where they can facilitate flexible hours so they can care for their children. Technology companies have always been at the forefront of innovative ideas and human resources because they always take this scenario into account and are very proactive in their response. There are companies like Google and Apple that have daycare centers on company grounds. In this way, the parent in question has greater peace of mind knowing that his son is being cared for and that he is close by in case of an emergency. Research has shown that parents are more productive in the workplace when they have a general feeling that their children are taking care of them and that they are very close.
What happens if the employee feels that he is not properly known and is being taken advantage of? Innovation management practices must have both tangible and intangible measures. For example, an employee may feel that he is the main producer of the company, but this is not recognized in meetings to implement new and innovative ideas. Management and human resources can work together so that there are opportunities where they can really highlight employees who are performing well. Research also shows that it’s not always money problems that make employees want to leave their workplace. In many cases, it is the feeling that they are considered a valued member of the team. When they feel valued, their performance skyrockets as well.
What about employees who are interested in working with a prospective company? Innovative ideas for HR would include having a social platform that can be made public for new hires looking to be hired. If the social platform is engaging and encouraging among staff, a potential employee can get a sense of the culture behind the business. There have been cases where an employee was forced to leave a company because it was not a “cultural fit”. Innovation in management techniques would also require management itself to also participate in this platform. There is a growing trend of what are considered particularly “flat organizations”, where there is open communication and dialogue is encouraged. This can do wonders for prospective employees, as well as help with employee retention when they feel like they’re contributing to the company’s brand.
