Staffbase’s Post

I've noticed some big changes in what new talent wants. And trust me its not just about having cool tech; people want flexibility too like — Working remotely or in a hybrid setup, commitment to employee well-being, engagement, and career growth and what not. Here’s the kicker: lots of companies, including ours, are struggling to meet these new wishes. About 70% of corporate lawyers and 58% of law firm lawyers might leave within the next year (Wolters Kluwer). That's a big deal! Prateek and I are constantly brainstorming ways to retain our team because we understand how crucial it is to keep up with what new talent desires. As we navigate this, we're asking ourselves some key questions: - What are these new talents expecting from us? - How can we shape Clergy and Wisemen LLP into a place where people want to grow and stay? - And, most importantly, how can we ensure everyone feels valued and heard? We’re not just throwing money around; we want everyone here to feel like they belong and have chances to grow with us. It's a slow journey, but I’m positive we’ll get there soon. #TalentRetention #LegalIndustry #FutureOfWork #EmployeeEmpowerment #WorkplaceCulture

Quiet quitting and keeping employees engaged continues to play a large part in conversations about evolving workplaces. Instawork’s Andreina (Andie) Morales discussed what’s going on in a Future of Work Expo panel recently, saying, “With the hourly workforce, they want growth opportunities…As long as workers have something to strive for, they are worth keeping if they perform well.” Give the article below a read to learn more! #Instawork #FutureofWork #FlexibleWork #Workforce #Culture #QuietQuitting #employeeengagement

Some companies have a unique talent for finding budget-friendly replacements, creating a workplace churn that could rival a revolving door. Their strategy might be a masterclass in cost-cutting, but it leaves senior employees feeling like they stumbled into a corporate version of musical chairs. #humanresources #hiring #hrpolicies #retainingtalent #corporateworld

Building a Happy Workforce: It's More Than Just Pay! Many employees are feeling disconnected and unhappy at work. Studies show engagement has declined, and "quiet quitting" is on the rise. Here at Klarec, we understand that happy employees are productive employees. So, what can companies do to address this? Building a Strong Community: ◾ Go beyond paychecks: While competitive salaries are important, consider other factors like flexibility, respect, and a sense of belonging. Employees who feel valued and supported are more likely to be engaged and productive. ◾ Listen and Create Dialogue: Provide a safe space for employees to voice concerns and offer feedback. ◾ Foster Kindness and Empathy: Kindness goes a long way in building a positive work environment. When employees feel valued and respected, it boosts morale and promotes collaboration. ◾ Combat Loneliness: Create opportunities for connection and interaction among colleagues. A strong sense of community can help alleviate feelings of isolation. Klarec: Your Partner in Building a Thriving Workforce At Klarec, we work with both companies and candidates to create successful work relationships. We can help you find the perfect talent and develop strategies to foster a happy and productive workforce. #EmployeeEngagement #WorkplaceCulture #KindnessMatters #Klarec

If you give an employee a Honda but ask them to drive it like a Ferrari, it won’t work no matter who’s in the driver’s seat. I was speaking with someone the other day who turned down a 40k pay increase. During her interview she was asked to help the company solve their biggest challenge, which was unmotivated employees. But when this new hire got a tour of the workplace, she knew why. The building was outdated, the workspace consisted of cubicles, and had terrible fluorescent lighting that you would find in a warehouse (know the movie “Joe Versus the Volcano”?). They ran on a hybrid schedule, which every employee loved, except the part about coming IN TO work. They could see their employees thrive at home, but turned a switch on the days they were required to come in. Instead of fixing what the actual problem was, management decided to hire another employee to motivate the team at work. This is definitely where I scratched my head. A few great takeaways here: 1.      What is it costing the company by not fixing the real issue? A lot. 2.      Employees value the environment way more than you think. 3.      If a company isn’t willing to update itself, you will lose to another company who is.

In our work-lives, we spend a lot of time on the “big stuff” - role, title, salary, impact, growth. But the “little stuff” matters so much in how we experience work. The little stuff like: - How clear communications are, and how they’re conveyed - If messages get sent late at night, and if responses are required, and by when - How and how often employees are appreciated - Noticing and acknowledging if someone’s having a bad day - How PTO works 𝘪𝘯 𝘱𝘳𝘢𝘤𝘵𝘪𝘤𝘦 no matter what the official policy is The culture of our work is the water we swim in. The little things add up to an experience that’s just as big as the big stuff.

Every great organization knows one fundamental truth: it’s all about the people. This simple yet profound insight is at the heart of our success. This truth is overlooked in a culture where employees and companies have no loyalty to each other. There's something said to the relationship between a company that wants employees to stick around for longer than 6 months to a year. #employeeengagement #quietquitting #quietfiring #bareminimum

🌐 How to capitalize on your company culture to attract and retain talents? No magic tricks, it’s just about letting your culture stand out: · 𝗖𝘂𝗹𝘁𝘂𝗿𝗲 𝗶𝗻 𝘁𝗵𝗲 𝘀𝗽𝗼𝘁𝗹𝗶𝗴𝗵𝘁, 𝗯𝗲𝘆𝗼𝗻𝗱 𝗰𝗼𝗺𝗽𝗲𝗻𝘀𝗮𝘁𝗶𝗼𝗻: Showcase what makes you unique in the EXTRA section of the contract and/or offer. From unlimited vacations to team transparency, let your culture stand out. · 𝗣𝗲𝗿𝗸𝘀 𝗽𝗲𝗿𝘀𝗼𝗻𝗮𝗹𝗶𝘇𝗮𝘁𝗶𝗼𝗻: Tired of the one-size-fits-all approach? Us too. Stir in remote options, flex hours, extended parental leave… - craft a package that's as unique as your company and your workers’ needs. · 𝗔𝘁𝘁𝗿𝗮𝗰𝘁 𝘄𝗶𝘁𝗵 𝘁𝗿𝗮𝗻𝘀𝗽𝗮𝗿𝗲𝗻𝗰𝘆: Let's keep it crystal clear! Transparent compensation avoids those awkward head-scratching moments. No smoke and mirrors, just making sure to keep everyone on the same page. · 𝗦𝘁𝗿𝗲𝗮𝗺𝗹𝗶𝗻𝗲𝗱 𝗼𝗻𝗯𝗼𝗮𝗿𝗱𝗶𝗻𝗴: Assure a smooth onboarding that goes beyond checkboxes and empower both the employer and employee. Ready to change your recruitment game? Let Offr be your co-pilot! 🚀 #CompanyCulture #Recruitment #DigitalHR

This week, several German companies began a trial for a four-day workweek, with employees receiving full pay for the extra day off. Unions believe that shorter workweeks lead to happier and healthier staff, ultimately leading to increased productivity. Do you think this is a good idea? Check out the article to learn more about the trial. #worklifebalance #productivity #employeehappiness #fourdayworkweek

U.S. employees are less engaged than they were compared to 4 years ago. Everyone talks about quiet quitting. Put this into perspective, disengagement is costing close to 2 trillion dollars in lost productivity. Want to know a 3-step plan on how to increase engagement at your company?👇 >>Master Maslow’s hierarchy of needs bottom two stages, Physiological and safety. These are the basic needs. Fair, livable wage, safety in the workplace, tools, and resources necessary to do your job, good to go. >>Showcase how your employee’s work is directly tied to the business and its goals. No one wants to coast, show them how their work is important in the greater story. >>Recognize your people for a job well done. Don’t overthink this, a simple thank you works most of the time. If you do these 3 things well and consistently, you’re 99% there. What else do you want to know? Drop it in the comments. #humanresources #hradvisor #hrconsultant #engagement ____________________ My name’s Brad. I help businesses adopt talent & HR practices to help them grow. If you’re an Owner/CEO and need help identifying or optimizing your talent strategy for 2024, DM me for a free consultation or visit my website. Go to my profile, follow me and ring the 🔔 to be notified of ALL my future posts and subscribe to my newsletter, Hitting a Home Run with HR.