Human resources expert Glenna Hecht says providing a strong sense of company culture, being flexible with schedules and putting an emphasis on quality of life issues could help retain employees.
When an employee unexpectedly gives notice, you might feel sucker punched. Alas, this unwanted surprise is quite common, as owners and managers juggle dozens of logistical challenges on a day-to-day basis — distracting them from connecting with their staff. In the January/February issue of Floral Management, human resources expert Glenna Hecht offers red flags that an employee plans to quit, tips for finding new talent, and strategies to retain workers.
“Learn from the experience by looking for warning signs you may have missed,” Hecht writes. “Was the employee spending time visiting family out of state? Was the employee missing work? Was the employee asking for a new opportunity or changes?”
In searching for new workers, Hecht recommends keeping your ad succinct and pitching flexible schedules. “Quality of life is a high priority,” she says. Additionally, she advises hiring less experienced candidates and then training them about your values, product, procedures, and processes.
To provide a clear sense of company culture — a critical factor for a prospective candidate’s happiness and success — invite current employees to participate in the hiring process.
Once you’ve brought someone on board, be sure to provide basic, detailed directions as part of your training. “If you use an online application for directions, you are familiar with the short phrases that get you from one point to the next,” Hecht writes. “This prepares you for what lies ahead. When you take a wrong turn, you are patiently redirected. You are not scolded or judged for an error; you are supported until you get it right.”
For more details, read “Take the Driver’s Seat in Recruiting and Training” in the January/February issue of Floral Management.
Katie Vincent is the senior contributing editor for the Society of American Florists.
