Talent Retention: How to Re-recruit Employees

Talent Retention: How to Re-recruit Employees

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Here’s a statistic to chew on as a business owner: 94% of managers say they would consider rehiring an ex-employee

Unfortunately, business owners and managers do let top talent get away. But what if you could prevent that? What if you continued to apply the same interest in your employees as you did when you recruited them in the first place? Honeymoons end, but relationships should grow stronger. 

This is the concept behind the “re-recruitment” strategy. Hiring the right people is only the beginning; retaining them is the challenging part. 

In today’s blog post, we offer tips on how you can successfully re-recruit current employees, so they never become the ones who got away.

Keep Employees Engaged

Keeping your top talent interested in their work and your organization is the first step to a successful re-recruitment strategy. 

As with any relationship, over time,  boredom sets in while the feeling of being special fades. When employees feel valued and see the potential to meet their career goals, they are less likely to consider their next move. 

Best practices to keep employees engaged include:

  • Provide ongoing training that reduces skills gaps while also helping employees feel relevant
  • Recognize achievements in a meaningful way
  • Increase responsibility to help employees fulfill their career goals
  • Remain competitive by offering annual pay increases or bonuses
  • Have an effective internal hiring process so employees are always your first choice
  • Focus on mentorship and leadership grooming
  • Offer cross-training among different departments
  • Improve your performance reviews to include career planning

Keeping top performers engaged might also require special attention based on personal goals to improve work/life balance.  

Provide Flexibility

The flexible workplace makes it easier for people to find jobs to suit their lifestyles. 

When you offer flexibility, employees feel they are trusted and that their needs are being met. For example, parents or people who have a longer commute might want the option to work from home. As long as employees perform their duties to the high level you expect, you should be able to offer them flexibility within reason.

Beware of Counter Offers

Counteroffers can help you put up a fight when top talent wishes to leave. 

However, counteroffers are not always about financial compensation and may be construed as an effort that’s too little, too late. Understanding where you can improve work situations is often enough to avoid resignations altogether. 

Some common areas that help retain team members include:

  • Trying to remain competitive with job salaries
  • Improved benefits
  • More flexibility
  • Title changes
  • Added (or in some cases reduced) responsibility
  • Training
  • Mentoring

Enriching your employee’s experience helps show your commitment to their careers, demonstrating a commitment to their professional wellbeing and development. 

Wellness Benefits

In addition to healthcare benefits, such as eyeglasses and dental, consider introducing a wellness plan. 

People want to stay healthy and have access to preventative services. Benefits such as massage therapy, gym memberships, mental health days, etc. all contribute to your employee’s sense of wellbeing. Additional vacation days, team-building events, care packages when someone is off sick, daycare support for parents, and more can all become part of an updated wellness-based benefits plan.

When business owners focus on retaining employees by creating a more desirable workplace, they are more likely to stay with your company. That’s a win-win situation and good for business. 

About FocusHR

FocusHR uncomplicates the people side of business by providing small business owners with outsourced HR, project HR, and Leadership Coaching. For more information, please contact us today! If you liked this post, please subscribe to our blog. You can opt out at any time. To learn more about FocusHR and for updates, please like our Facebook page and follow us on LinkedIn.