As employers face the long-term impact of the pandemic, retaining employees may continue to be a challenge.
For Rob Lyon, business growth coach and owner of New Jersey’s Best Carpet, Tile & Grout Cleaning, the solution begins and ends with company culture. “(People) know they’ll have to get back to work,” Lyon said. But with new jobs available, he believes it will be more difficult to retain employees in a negative work environment.
A shared meaning or purpose is what drives younger employees to stay at a company. Photo courtesy of Getty Images
Put Purpose (and People) First
To promote a positive culture, Lyon first recommended that business owners and managers find what motivates their employees. While previous generations often sought the best compensation, he said for younger workers, it’s not about the money. “Millennials want meaning, purpose and something behind that. And if you can manage people within that and find out what their passions are, what drives them, they’ll stay.”
Solidify the Organizational Structure
Company structure can also be another culture-related retention challenge. In the Navy SEALs, Lyon explained that each team member has one specialty. “You’re not going to ask the sniper to get on the phone and call the Pentagon,” he said. In the business world, he compares this to blurring lines between departments, like marketing/sales and operations. Employees remain motivated when an employer engages their best skills.
Treating your employees the way you’d like to be treated is an essential method to combat toxic culture. Photo courtesy of Getty Images
Cleanse the Toxic Culture
For employers who recognize they may not have had the most positive company culture before the pandemic, Lyon tells his coaching clients to think about how they would like to be treated. In his experience, a toxic company culture usually comes from the top down. While it’s difficult for managers to recognize where they’ve contributed to negative culture, Lyon encourages them to, “Look in the mirror.”
While there is no substitute for a positive company culture, many employers are using more tangible benefits to retain and attract employees:
Pave the Way for Perks
Michele Siekerka of the New Jersey Business & Industry Association emphasized that often the solution is not higher pay. Employers who can pay more already are, she said. In the wake of a year of slowdown, “If they can’t afford to pay more, there’s a reason for that.”
Instead, employers may need to be creative in offering more perks to employees. For example, Siekerka said some amusement businesses down the Shore are offering admissions for employees and guests. Restaurants can provide an extra takeout family meal for after work, in addition to food provided during work hours. Brick Township-based small business owner Denise Christopher already provided retirement matching for employees and said she’s now seeking somewhat less-common benefits, like gym memberships.
Instead of a pay increase, employers may need to be creative by offering more perks to workers. Photo courtesy of Getty Images
Create Incentives to Stay
While much of the government financial support has been for employees losing work, Siekerka said the NJBIA is lobbying for incentive payments for employees who stay for a certain period of time. Even without government funding, employers can tie bonuses or noncompensation perks to employee longevity.
“There are a ton of incentives that can be implemented, like bonuses, gift cards, prizes, etc., that don’t necessarily need to be expensive, but always tie to a result or outcome,” Lyon said.
Suzi Morales is a New Jersey-based freelance writer who writes about business, careers and networking, law and fitness.
This article originally appeared in the Fall 2021 issue of Jersey’s Best. Subscribe here for in-depth access to everything that makes the Garden State great.
