Flexible Work Opportunities: Keeping Employees Happy

May 5th, 2017

To keep your company in motion, you need to attract and retain top talent. And to attract top talent, you have to be willing and able to offer the perks and benefits that talented employees want. Of course your salary offers will need to be competitive, but how can you move beyond salary? And how can you choose offerings that appeal to the types of employees you’re looking for?

Driven, brilliant, focused and self-sacrificing employees often have one trait in common: they have busy lives. Their attention is typically pulled in multiple directions by personal passions, family obligations, an interest in lifelong learning, and a desire for growth. So the best way to keep such people or you team can often be expressed in one word: flexibility. Keep these considerations in mind.

Let them manage their schedules.

Nothing irritates a passionate, high-achieving person more than being tied to a desk for no apparent reason. If your employee has no meetings scheduled at the moment but needs to remain in the office despite pressing obligations elsewhere, this can wear away at her patience with the company and increase her desire to work somewhere else. She’s an adult; you can trust her to leave the office for a dentist appointment and still complete her work on time.

Remote work typically means more work.

Despite what some inexperienced managers believe, allowing employees to work remotely can actually increase their output and productivity. Talented employees tend to overproduce, not underproduce, in the absence of oversight, so turn them loose and let them figure out what needs to be done and when.

Rigidity limits problem solving.

If you require a talented employee to work in only one place, in only one way, under strict supervision and within the limits of a rigid set of policies and procedures, you may reduce the potential for mistakes (sort of). But you’ll also reduce the kind of growth and learning that can result from mistakes and risk. Encourage positive outcomes, but demonstrate flexibility when it comes to how the work gets done and where it happens.

Trust begets trust.

Allowing your employees to work off site or manage their own schedules (or both) can demonstrate trust and respect. This can become a symbolic gesture that may result in immeasurable benefits for your organization. When employees and managers work in an environment of trust, they can stop looking at each other and start looking in the same direction.

For more on how to provide talented workers with the leeway, respect, and flexibility that can help them thrive, contact the Cleveland County management experts at PSU.

Is It OK to Leave Without Giving Two Weeks’ Notice?

February 26th, 2016

You finally landing the job you’ve been looking for, and you couldn’t be more excited. Your new employers can offer everything your current company can’t—or won’t. They’re an innovative, functional, respectful organization and you know that once you make this transition, you’re never going to look back. In fact, you can’t get out of here fast enough and you plan to take nothing with you—only fading memories of poor treatment and absurdly low pay.

So if you know that the new job is locked down, and you have no interest in the old job, why not just leave now? Why not walk out into the sun and enjoy some free time before your start date? Or even offer to start tomorrow? You may be tempted to leave your old company without providing two weeks notice, but it’s a good idea to avoid that temptation. Here’s why.

Two weeks notice is a professional courtesy.

No matter how poorly you were treated by your boss or how little you were paid by the company, take the high road. You have nothing to lose by walking out the door with your classy reputation intact and your head held high. And there’s a strong chance that these last two weeks will define how you’re remembered here, no matter what else you’ve done during your entire tenure. If you give notice, you’ll leave a trail of glory behind. If you don’t, you’ll leave bad blood.

This will be part of your file.

Some companies are so serious about this courtesy that they actually keep records that can last for decades. If you ever apply here again or if a future employer calls for a reference, the company will respond by checking the records. If you gave notice, you’ll get a glowing review. If you didn’t, you won’t. And you may be added to a “do not hire” list.

Giving notice means you care.

If you don’t resent your employer—you actually like this place and the people who work here—giving two week’s notice can make their jobs much easier. This allows them the time they need to find and hire your replacement. They might bring this person onboard within your two-week period, which means you can participate in the training process and facilitate a smooth transition for everyone.

Two weeks will cost you nothing.

There’s nothing wrong with spending two more weeks in this place if giving notice can provide a serious boost to your career arc and strengthen your professional network. Plan for the long term. Meanwhile, your professional attitude can help you make a strong impression with your new employer.
For more on how to leave your old company and start your new job in style, reach out to the Forest City staffing and job search experts at PSU.

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