In 2007, Build Your Dream Team

Now that holidays are history and the New Year is in full swing, it’s time to get your “resolutions” in place for building a happy and productive staff in 2007. After all, it’s no secret that keeping a stable workforce not only benefits the company’s products and services, but also adds to the bottom line.

So, how do you get that dream staff on the payroll, and once you do, what steps can you take to reduce turnover? According to Karen Wise, founder of Karen Wise HR Services, Inc., employers need to look at several areas in order to create an environment that attracts the right candidates and then focuses on developing and retaining them.

When hiring, pull out all the plugs for talent: “Everyone is vying for the top jobs,” says Wise, so it’s important to cover all bases.

For small to medium size businesses, the recruiting function can spread the business too thin. Hiring a search firm can really help in this situation. Wise also says that today’s search firms offer tremendous flexibility and can even provide background and reference checks and behavioral based interviewing in addition to recruiting.

Understand the dynamics of employee satisfaction: Employees originally join a company because of the job offered, the salary for the job and benefits. But the satisfaction from these elements only lasts three to six months on the average, says Wise. This means it’s essential for employers to understand that employees derive satisfaction from who they work for (boss or supervisor), feeling pride in their company and from the social aspects of their job.

Don’t ignore the social side of business: The little extra perks offered by the company like the annual picnic or the company-sponsored day at the ballgame can play a big roll in how connected an employee feels to the organization. These events increase opportunities for social interaction and also give staff the chance to see how involved the top brass is in the organization.

Differentiate and reward talent: According to Wise, to retain top talent, employers must ask themselves “who can’t I afford to lose?” Once they identify those valuable team members, Wise believes employers need to reward them.

Be accessible: “People work for people,” says Wise. So it’s important for those in supervisory positions to make themselves available to staff. What’s more, employers who develop an open relationship with employees are more likely to solve problems or avoid them altogether.

Karen Wise is the owner of Karen Wise HR Services, Inc. located at 361 6th Ave., Tierra Verde, FL 33715. 727-867-2844, 727-422-7334.