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[Infographic] Employee recognition in retail

[Infographic] Employee recognition in retail

As The Great Resignation and the labor crisis continue to rage, retailers are looking for more and more ways to keep their existing staff engaged, productive – and loyal. Employee recognition might be that secret weapon retailers are searching for. Check out our infographic below to learn more about employee recognition in retail!

Ready to learn more about what retail workers want? Check out The Deskless Report: Retail Edition for more insight into what they desperately need to deliver next-level CX, execution, and operational efficiency. Plus: what’s keeping retailers up at night, and behind-the-scenes spotlights on retail brands that are successfully driving business outcomes by investing in the associate experience.

 

Employee recognition in retail infographic | Nudge
How to implement a frontline employee referral program

How to implement a frontline employee referral program

With everyone experiencing serious staffing issues as a result of The Great Resignation, frontline organizations are desperately looking for ways to replace workers as quickly as possible – without wasting time and money on a revolving door of bad hires. 

Employee referrals can be an effective solution to this thorny issue. With the right program and tools in place, you can easily scale referrals up to be a core part of your organization’s frontline recruitment strategy. 

What are employee referrals?

An employee referral program is when an organization encourages its staff to recommend qualified job candidates to open roles at the company. Often paired with a reward program, it’s a way for organizations to source vetted job seekers and fast-track them through the hiring process. 

Referral candidates are often treated differently from regular candidates. The referred candidate’s resume may be flagged or fast-tracked through an applicant tracking system, for example, or their resume may bypass any formal application system and go straight to the hiring manager. 

But why would referrals get so much special treatment? Are they really so valuable a catch?

In a word, yes.

Why employee referrals are important

Building out an employee referral program is a great way for frontline organizations to fast-track hiring. Here are three reasons why:

1. Referred candidates get hired faster

Because of the ongoing wave of resignations, it’s critical for frontline organizations to hire fast in order to keep locations adequately staffed. Employee referrals are a great way to speed that process up. According to Jobvite, the average application-to-hire time for career sites and job boards is 45 days and 39 days, respectively. By comparison, referred candidates move through the process up to 55% faster, taking only 29 days from application to hire.

2. Referred employees stay longer

In a frontline environment, every role is vital to the location’s operations. You need team members who will stick around for the long haul. Employee referrals can fill that need. Jobvite found that 46% of referred hires stay with an employer for three years or more, compared to only 14% of hires sourced from job boards.

3. Employee referral programs are a morale booster

One hidden benefit of an employee referral program is that it positively affects existing frontline staff. Any kind of reward is going to positively impact employee engagement, which is something to consider when building out your program. But beyond that, employee referrals help existing employees to feel like their voice is heard, and they’ve made a positive contribution to the hiring process. 

Referrals also boost morale in a more indirect way. For an employee referral program to work effectively, you need to turn your existing staff into brand advocates. They need to be well-versed in your brand purpose, vision, employee perks…the list goes on. And boosting knowledge retention of this vital information has the added bonus of boosting employee morale and engagement. After all, The Deskless Report found that 55% of deskless workers feel that a sense of purpose at work makes them feel engaged and motivated. It’s win-win!

How to build a frontline employee referral program

Simply asking employees to find referrals isn’t going to get you very many results, especially if you have a large frontline force to fill out. You’re going to need to put together a formal referral program. 

Creating a frontline employee referral program is a bit different than a deskbound program, mostly because of the scale of workforce and speed of hires. Here are three things to keep in mind when starting to build out your program. 

1. Start with determining goals and outcomes

Before you dive too far into employee referrals, you first have to establish why one is needed in the first place. What long-term and short-term goals will the referral program fulfill? Are you hoping to hire faster? Improve the quality of hires? Fine-tuning these goals will help drive your program in the right direction. 

2. Choose how you’ll use to entice employees to refer

Incentives are a critical component of an employee referral program. These could be anything from a financial bonus to vacation days, gift certificates, or swag. If these aren’t possible, employee recognition is another incentive to consider. Acknowledging staff that go out of their way to bring in new talent might be enough to entice others to engage in your referral program. 

3. Map out your tools and policies

Now that you’ve established what you want to achieve with your program, it’s time to figure out the process driving it. In other words, what tools and policies will you need to run this program at scale? Consider the following questions:

  • How will employees submit referrals? 
  • What tool will HR use to track employee referrals?
  • How much information on the candidate should be submitted?
  • At what point will incentives be awarded to the referring employee?

Speaking of tools, did you know that Nudge has an employee referral tool baked right into the communication platform? The customizable “Refer a Friend” page lets employers share details on open roles and include a link to their careers page or ATS, so employees can share career opportunities through text, email, or link right from the app. 

Tips for running an effective frontline employee referral program

All employee referral programs are not created equal. Here are a few best practices to consider when building out your program to ensure it’s as effective as possible. 

Turn your employees into brand advocates

Your employees will have more success enticing candidates to apply if they know more about the company they’re recruiting for. Share information about your employer brand to your frontliners, and make sure they know all about things like your perks and your brand mission. 

Use simple and clear messaging

The more complex and burdensome an employee referral program is (or sounds like), the less likely employees will submit referrals. Keep the policies simple, and communicate them clearly to your frontline staff. Ensure that employees understand the process for submitting referrals, whether it’s an online form or submitting a resume directly to site management or HR. Clearly state what constitutes a “successful” referral hire, and what the associated incentives are. 

Make the program easy to use at scale

You’re going to be filling roles for dozens, maybe even hundreds of locations depending on the size of your company. So your referral program has to be easy to use at scale. This means clear and simple program mechanics, a communications infrastructure that can easily reach multiple locations and teams, and rewards that are enticing but not excessive. You should also have the procedures and manpower in place to be able to handle a large number of open jobs and job applications. Processing candidates as fast as possible (whether they are referrals or not) is key to getting frontline locations the help they need in a timely manner. 

Update your employees on a regular basis

Frontline organizations are always hiring, so it’s a good idea to remind employees of the employee referral program and that you have open positions available. Employees may be shy about referring their friends because they don’t think anything will come of it. So don’t forget to notify employees that a referral has been successfully hired, too! 

Referred employees can be the fastest to hire, last the longest, and bring the most value to your business. Referral programs and incentives do a terrific job of encouraging frontline employees to participate, but the truly effective method is making your workplace a positive environment; one that employees would be excited to share with their friends. Once you’ve got a solid employee experience in place, you can start building out an effective employee referral program to spread the word. 

What retail workers want: Employee engagement secrets from a retail staffing expert

What retail workers want: Employee engagement secrets from a retail staffing expert

Retail is all about people. It’s about the excited customers who enter your stores. And it’s about your retail workers who are responsible for providing the engagement, service, and exceptional experience that keeps customers coming back. 

However, with retailers currently in the throes of a major staffing crisis, store operations are being impacted industry-wide. Retailers are struggling to adequately staff their stores. And, according to Suzanne Sears, retail staffing expert and president of Best Retail Careers International Inc., this mass exodus of retail talent is driven by the fact that they just aren’t getting what they want from their employers.

“Retail staff right across the country are quitting their jobs,” says Sears. “It’s creating a massive problem and adding to a crisis around staffing that had already been triggered by the pandemic. And why are they leaving? It’s most often because they got what they consider to be a better job.” 

According to Sears, that’s leading to a lot of instability, particularly around employee development. “If you want to train and grow talent within your organization, you need them to stick around long enough for that to happen. And if your talent doesn’t stick around, your service levels plummet and your ability to grow the company suffers tremendously,” says Sears. “So, retailers across the country have got to better understand what their employees want, and give it to them”

So what do retail workers want? Here are Sears’ top 5 must-haves for any retailer looking to attract and retain retail workers.  

1. A strong brand vision

According to Sears, employees today – especially those of the younger generations – are seeking employment with the brands that are most aligned with their values and the things that they believe in. This is a global trend. Edelman’s recent Trust Barometer 2021 reveals that 71% of global workers expect their employer to reflect their values, possess a greater purpose, and to engage in meaningful work that shapes society. It’s sentiment that Sears says is gaining momentum, becoming the top consideration among job seekers today:

“The reason any brand can get people to work for them is because of the company’s vision – what it stands for and represents. I can’t even count how many candidates will turn down an organization because they’ve heard negative things about the brand. A brand’s values have always played a role in influencing people who are looking for employment. But it seems to have grown in significance as a consideration recently. Ensuring that you stand for something and that the company has a sense of purpose resonates a great deal with people today, more so than ever before.”

2. Growth and employee development

Although a strong sense of purpose will help attract talent to an organization, it won’t keep them there, Sears asserts. The trick to motivating retail workers, empowering them and making them feel valued? The promise of education and development is key. In fact, according to a recent Randstad survey, 52% of Canadian employees consider career progression to be an important benefit offered by employers. It’s a component of recruitment and retention that Sears says is becoming critically important for retailers to offer if they want to provide the service customers are looking for: 

“Retailers have got to provide a real, tangible platform for the growth and development of their employees. This includes training and education and an opportunity to progress and advance within the company and their careers. And, when looking at the younger generations, they are more highly educated than any other generations before them. They come from a culture of continuous learning and expect to have learning opportunities available to them throughout their lives. Providing training and education is highly rewarding for employees and keeps them engaged with the brand, providing them with clarity concerning their individual roles and the direction of the company in general.”

3. Flexibility

Randstad research also indicates that flexibility within one’s employment is another top concern of prospective employees, with 81% of Canadian workers stating that flexible work, such as the ability to choose their own hours, is highly important to them. Yet only 52% say that it’s a benefit that they enjoy within their current job. It’s an aspect of employment that Sears says is reflective of the tenor of the times that we live in, and an increasingly critical factor in a brand’s desirability:

“Flexibility with staff is a major draw to the brands that are willing to provide it. There has been an evolution in thinking among Canadians over the course of the past couple of years. They’re prioritizing themselves more than ever and seeking opportunities that allow them the ability to find greater balance in their lives. Retailers that are able to offer this in the form of more flexible scheduling and hours, and leave of absences, will find that they’re attracting the interest of a good majority of retail workers looking for jobs.”

4. A positive employee culture

Prospective retail workers also seek a positive employee culture in which to work. According to Sears, the creation of a strong employee community is very much centred around compassion and understanding, and includes considerations like the flexibility mentioned above, as well as mental health and wellness initiatives, and employee recognition and rewards programs. She says that it often doesn’t cost retailers anything in providing these things for their employees, yet yields incredible returns for the brand:

“It goes without saying that a happy employee who feels valued and important is a highly productive employee. When you build a positive workplace culture, you’re setting the tone for your staff and the experience they offer customers. And, the results are astounding: elevating levels of teamwork, morale among staff, the job satisfaction rates of individuals on the team and, in the end, overall productivity. It’s a no-cost move for any retailer to make. And, it doesn’t just serve to attract employees to the brand, it serves really well in retaining their talent as well.”

5. Diversity, equity and inclusion

A critical component in supporting a positive employee community is the concerted focus and effort of retailers toward creating a culture of diversity, equity and inclusion (DEI). It’s another initiative, explains Sears, that ends up serving as an extremely strong talent attraction and retention tool. In fact, a survey by ADP Canada and Maru/Blue revealed that 47% of employed Canadians aged 18 to 34 believe they would “be more loyal to their organization” if it placed greater emphasis on DEI. Sears explains: 

“To find the right kind of talent to your organization, you’ve got to make sure they feel welcome and comfortable as a contributing member of the team. Once in the door, if an employee discovers that the culture is not diverse and inclusive, it often ends up in a quick departure. Opening up your recruitment and hiring processes to attract the very best, despite their gender, race, sexual orientation, or identification, is going to benefit any retailer immensely and lend toward the creation of a truly diverse and inclusive culture.”

There’s no doubting the magnitude of the challenges that organizations face when it comes to the retail staffing and employment crisis currently impacting the industry. However, there are clear opportunities in front of retailers to attract and retain top talent by providing a range of non-monetary benefits. By leading with a strong brand vision and providing comprehensive training and development within a positive, flexible and inclusive work environment, retailers can overcome their staffing hurdles, differentiate their brands from competitors and stand themselves well for future success and growth.

How (and why!) to invest in a frontline employee wellness program

How (and why!) to invest in a frontline employee wellness program

No industry has emerged unscathed from the pandemic, though frontline foodservice and retail organizations were acutely affected by this unprecedented disruption. Even now, as industries start to navigate the “new normal,” The Great Resignation is making it impossible for organizations to stay staffed and productive. 

To mitigate turnover, organizations need to invest in the programs and initiatives that workers desperately want and need. And, with frontline employee burnout and well-being an increasing concern, wellness programs are fast becoming a go-to for forward-thinking frontline organizations looking to retain and engage their staff. 

Let’s learn more about employee wellness programs, and how frontline organizations can prioritize employee health and well-being.

What is an employee wellness program? 

Wellness programs typically refer to initiatives that prioritize employee health and well-being. According to KFF’s annual Employer Health Benefits Survey, 81% of large companies offer at least one kind of initiative to help workers identify and address unhealthy behaviors, and 44% of those companies offer workers an incentive to participate.

The goal of these benefits is to help employees feel healthy, engaged, and supported at work. These programs can include everything from mental health initiatives and healthy eating plans to employee assistance programs and fitness credits. 

The need for frontline employee wellness programs has never been more necessary. Frontline organizations are still reeling from COVID-19 and have had to find ways to better support their staff. Due to increased workloads, operating on skeleton crews, and an uptick in volatile work situations, employees feel immense stress, increased mental health issues and risk burnout. 

Why should frontline organizations invest in employee health and well-being?

According to The Deskless Report, 49% of deskless and frontline workers feel that employee benefits/programs (including a wellness program) make them feel engaged and motivated at work. By focusing on employee health and well-being and integrating it with other rewards and recognition programs, you can drive some serious business outcomes. 

Here are 5 reasons why frontline organizations should invest in employee wellness programs:

1. Less absenteeism

The cost of productivity losses associated with absenteeism in the U.S. per employee is $1,685, or $225.8 billion annually, according to the CDC. Wellness programs can help curtail the health issues that are costing frontline organizations billions of dollars in payroll costs, talent and HR expenses and lost productivity. 

2. Increased employee engagement and morale

Employee well-being and engagement are intertwined. Employees who prioritize their well-being are almost twice as likely to be engaged and find fulfillment in their work.

Why? There are countless mental pressures in and out of the workplace that weigh heavily on each employee. These pressures can profoundly impact the ability of frontline workers to maintain focus and positive engagement with their relationships and tasks at work. Considering how disengagement is already a serious issue for most organizations (one study found that only 35% of U.S. employees feel engaged in their jobs), finding ways to boost morale is always a safe investment. 

3. Improved worker productivity 

Employees with improved well-being at work tend to show more enthusiasm on the job, execute their roles more effectively, and are more productive. These factors, when harnessed strategically, boost an organization’s bottom line. Improved wellness contributes to happier, engaged employees, impacting a company’s customer service.  

4. Reduced turnover

Nearly 36% of deskless workers want to quit. And considering turnover costs businesses nearly one-fifth of a worker’s salary, these are stats no frontline organization can afford to ignore. Luckly, one of the simplest ways to reduce turnover, disconnectivity, disengagement, and frustration is by increasing job satisfaction, and wellness programs are critical drivers of this. 

Case in point: according to this 2017 National Survey of Employer-Sponsored Health Plan, employers that create strong wellness and health cultures see 11% lower turnover than organizations who did not invest in their employee well-being. 

5. A better employer brand

Companies investing in their employees’ well-being can see great returns flow through all parts of their company, including in their employer branding. This, in turn, results in higher quality candidates, reduced turnover, and higher retention rates – all of which are critical to success during The Great Resignation. 

How to create a frontline employee wellness program 

Frontline employee wellness programs can help drive performance and increase feelings of inclusion. But they cannot just be one-size fits all. The wellness needs of a frontline worker versus a deskbound one will differ greatly. To appeal to frontline workers, employers need to fine-tune their program to meet the unique needs of their workforce. 

Here’s our 8-step plan to start building a wellness program at your frontline organization:  

1. Understand what your employees want and need

A common mistake organizations make when developing an employee wellness program is setting up initiatives without reviewing what it is their workforce actually wants. This can be done by tapping into your HR team, reviewing employee surveys, and setting up a wellness committee for ongoing consultation with frontline workers. And take the current work environment into consideration, as well. For example, during the pandemic, Walgreens began a series of mental health initiatives to help mitigate the burnout and mental health issues its employees were experiencing. The initiatives included mental health talks, meditation, even a virtual outdoor wellness walk. 

2. Identify your program goals

Like with any initiative, setting a clear goal for your wellness program is vital. Focusing on addressing one metric at a time, such as productivity, absenteeism, or turnover, can help to fine-tune your approach. Each goal should have one or more objectives, and the objectives should be clear and time-bound.

3. Choose inclusive channels for running your employee wellness program

Choosing the right communication tool or platform to run your program is an important part of the process. You want to ensure your program is easy to access for all team members. This ensures team members feel empowered – and not afraid to – engage in self-care and well-being practices at work. Embed wellness conversations throughout the organization. From weekly reminders to the promotion of events, you can encourage people to take the time they need to invest in themselves in and out of the workplace.

4. Pick your success metrics

Outline any key success metrics you’re looking to track. This will help you ensure alignment across every location. Seek out metrics that relate closely to the goals you set earlier in the process. But, don’t stop there. Collect multiple data points to get as granular as possible about the outcomes of your program. This will help you iterate and learn over time.

5. Get buy-in from your floor managers

Your frontline managers are vital to determining your team’s health, well-being, and engagement on any given day. In fact, according to Gallup, managers can account for 70% of employee engagement levels. So it’s important to engage your managers to activate enthusiastic employee participation. 

For example, when KFC began offering health and wellness programs to its franchisees, they started educating franchisees and managers on the importance of wellness programs, and encouraged these lessons to flow through to frontline workers. 

Companies can go the distance by empowering managers to develop rituals and systems that embed employee health and well-being into their teams’ day-to-day. This could be as easy as starting team huddles with a moment of mindfulness, or encouraging team members to take a short walk on breaks.

6. Gamify the process

Incentives or rewards are an essential way to encourage behavior change and boost participation in the wellness programs you run. Gamifying your wellness program can effectively drive organizational behavioral change and increase both workplace motivation and engagement. Try gamifying your frontline wellness initiatives through leaderboards, badges, or points. Then, share successes and give appropriate recognition, incentives, and rewards based on achievements and involvement. 

Did you know that Nudge has a points system baked right into our platform? Encourage friendly competition with our company-wide leaderboard!

7. Provide opportunities for community-building 

​​Employee community is a critical part of high-performing frontline teams. An environment that empowers every individual to collaborate, share information, and support each other builds strong relationships and deeper connections between all team members. Employee community can also help to strengthen your wellness program by encouraging team members to share wellness ideas, challenges, and triumphs. By fostering a community around your wellness program – and in your organization as a whole, you can increase chances of success.

8. Review program results regularly

Now that you have a program up and running, don’t forget to continue to check in, update and optimize. Keep the lines of communication open and encourage upward feedback regularly. Check in on the success metrics you outlined for your program, but also review overall participation and engagement with the program itself. Look for gaps or exclusions you missed. Ask your workers for feedback on how the program is going, and what could be improved. Keep the process flowing.

There’s never been a more opportune time to invest in a frontline employee wellness program. Even after COVID-19 passes, the needs of employees will remain the same. A wellness program can increase retention, boost engagement, and drive productivity, and help your organization reach the business outcomes it’s striving for.

Employer brand 101: how to use it to hire and retain frontline staff

Employer brand 101: how to use it to hire and retain frontline staff

The labor crisis rages on – and it’s hitting frontline organizations hard. 

Especially in foodservice and retail organizations, everyone’s looking for the answer. And while there’s no magic bullet that is guaranteed to help you hire and retain staff, there is one strategy that could be a big help: improving your employer brand. 

Employer brand gets discussed a lot in deskbound organizations (especially startups) but less so in frontline organizations. But make no mistake: it can play a huge role in sourcing, hiring, and retaining staff. 

What is an employer brand?

An employer brand is the public perception of how you hire, manage, and care for the people who work for you. It’s what a potential job candidate learns about you before applying. As employer brand author and speaker James Ellis puts it, “If you can name what you care about, line it up with what you reward, and then project that out to the world, you got yourself an employer brand.”

An employer brand is closely linked to your EVP, your employee value proposition, which essentially explains what workers could get by working with your organization. And it’s not just candidates and employees who see your employer brand; consumers see it, too. As do contractors, vendors, and even your competitors. That’s why it’s so critical to ensure you have a positive employer brand, which brings us to…

Why is employer branding important?

There are a number of reasons why a strong employer brand is important for frontline organizations – and it goes far beyond the labor crisis. Here are a few of the benefits of investing in your employer brand: 

It influences the quality of your candidates

As a frontline employer, you want to attract the best and brightest candidates to join your staff. As it happens, the feeling is mutual. Candidates also want to work for the best companies, and use your employer brand as a criteria. In fact, one study found that 92% of workers would consider changing jobs if offered a role with a company with a good reputation.

The reverse is also true. If you have a poor employer brand, you are literally driving away potential candidates. 50% of candidates say they wouldn’t work for a company with a bad reputation, even for a pay increase.

It’s linked to employee loyalty

Your employer brand doesn’t just affect candidates or new hires; it also affects the employees you already have on staff. 

And why wouldn’t it? You want to be proud of where you work, and if your organization is perceived as being a bad one, then people will start walking out the door – especially during The Great Resignation. However, employees have a positive view of their employer, it will encourage them to stick around longer (and refer others to apply!).  

Companies actively investing in employer branding can reduce turnover by as much as 28%, which drastically reduces the need to go looking for new candidates. 

It impacts customer/brand perception

You need to take a good hard look at what employer brand you’re transmitting out to the world – intentional or not. You might think that your employer brand and your product brand are entirely separate things, but your customers do not. We’re seeing consumers take more of an interest in how organizations treat their staff

According to CareerArc, 64% of consumers have stopped purchasing a brand after hearing news of that company’s poor employee treatment. So mistreating employees is bad for business, both in a figurative and literal sense. 

What affects employer brand?

Your employer brand can be manipulated, altered, and affected by a multitude of factors. Some will be under your control, others not so much. 

Company branding 

Your company brand is a critical component of your employer brand – and you need to make sure they’re aligned. How does your company present itself as an employer? What’s your mission and brand purpose, and how are they communicated to the outside world? What is your philosophy around customer or guest experience? All these and more are part of your company brand.

Employee experience

Your employer brand exists whether you want it to or not – the recommendations we’re making are meant to ensure you’re fostering a positive brand. And a big part of a positive employer brand is offering your staff the employee experience that you’re proud to share. What is your onboarding program like? What support and training do you provide? What tools and tech does your staff have access to? What programs and initiatives can your staff access? All of this contributes to your employee experience – and, in turn, your employer brand.

Employee testimony

What your current and former employees say about your company is extremely important. Employees have developed a strong skepticism toward management, and will consider fellow employees’ words more credible than any message the brand puts out. This employee testimony can exist anywhere: on Glassdoor, Reddit, social media, and even word-of-mouth. 

Consider this: according to Glassdoor, 86% of job seekers will look at company reviews and ratings to decide on where to apply for a job. What your existing employees have to say plays a huge role in your ability to keep your locations staffed. 

Customer stories

Believe it or not, customers actually notice how you treat your employees. They can tell if an employee loves their job and takes pride in their workplace, because it shows in the quality of the service and the attitude of the employee. By the same token, it’s really easy to tell when an employee is unmotivated. 

So why should this matter? Because customers gossip.  One study found that 54% of respondents who had shared a bad experience said they shared it more than 5 times. Word will get around, it will affect how people perceive you.

Awards and certifications

An award from a respected organization can give your employer brand a major boost. It’s formal recognition that your business treats its employees well and makes you look better to potential candidates. 

Many award-giving bodies, like Great Place To Work, do so independently, meaning they take the proactive step of researching the companies on their list (including yours). They usually request interviews or survey entries from current employees, as well as investigate other things like your HR policies, facilities, and benefits. 

For example, when IKEA prioritized employee experience by promoting a flat hierarchy, a strong employee development program, and living wages, it received a Randstad Award and was honoured as the most sought-after workplace in Sweden. 

Being included on these is a pleasant surprise, but you don’t have to sit and wait for recognition. Some awards bodies accept applications and nominations. And be sure to put those award badges on your careers page!

How to improve your employer brand

Now that you know how important the employer brand is for remedying labor shortages for frontline organizations, let’s review how to actually build it up

Look at your core purpose

According to Hospitality Insights, the first step for frontline organizations looking start improving their employer brand is to look at their existing core mission:

“Small, purpose-led initiatives can help strengthen your brand. When relatively new to the concept of employer branding, a good place to start is by being inquisitive and reflective. The first step is to refocus on your company’s purpose and identity, and understand whether there is a shared purpose within your organization. Ask your current employees why they chose your company, what gets them out of bed every morning, what is the company’s purpose in their eyes?”

Making sure you have your purpose aligned is a great first step in communicating that purpose through your employer brand.  

Review your management culture

Onsite leadership is one of the biggest drivers of employee satisfaction. A great leader will inspire loyalty and boost store performance, while a bad one will create a toxic environment that pushes employees away. In fact, according to The Deskless Report, feedback about a manager is one of the top types of feedback frontline workers want to share with their organization. 

Upgrade your employee experience

Fact: frontline workers are coming to work for more than a paycheck. In fact, according to The Deskless Report, 49% of frontline workers said employee benefits and programs make them feel engaged and motivated at work – 38% feel the same about a sense of community at work, and 37% feel that way about recognition programs. 

In other words: workers appreciate employers that offer more than just a paycheck. Take fast casual restaurant chain Chipotle: they’ve managed to hire through the labor crisis by offering educational opportunities, mental healthcare programs, and performance-based employee bonuses. 

Use social media to engage candidates

Your company’s public persona shouldn’t just promote your products and services. It should also serve your employer brand. Use your social media platform to call attention to the positive things you do for your employees. Highlight frontliners who deliver exceptional performance. Use hashtags to participate in important societal and cultural discussions that concern your workers. 

For example, Starbucks has an Instagram account dedicated to their employer brand, which it uses to interact with potential candidates. They also leverage hashtags like #extrashotofgood and #tobeapartner https://clearhrconsulting.com/blog/hiring/starbucks-canada/ in conversations and answer candidate questions.

To attract the best candidates possible, you have to develop an employer brand that appeals to the kinds of workers you want on your team. 

But just as important is making sure that the employee experience actually matches the employer brand you present. Do it right, however, and your frontline workers will be so happy to work for you that they’ll be among the first to help source more candidates. More on that soon…. 

 

Find top talent quickly and easily with Nudge’s employee referral tool

Find top talent quickly and easily with Nudge’s employee referral tool

As the war for talent rages on, frontline and deskless organizations are ever-searching for ways to entice (and retain!) top-performing workers. And a tried-and-true recruitment tactic that all organizations should be leveraging is an employee referral program. 

What is an employee referral program? 

At its core, an employee referral program encourages current employees to tap into their network to recommend candidates for open roles. Then often include an incentive (cash or otherwise) if a referred hire stays with the organization for a set amount of time. A proper employee referral program lets you tap into the networks of your top performers that you otherwise might not be able to reach. 

The power of employee referral programs

According to CareerBuilder, employee referrals are the number one source of hire, with 26% of external hires coming from this channel. The same report found that 88% of organizations rank employee referrals as the number one source for high-quality hires. And referred hires have higher retention rates, a metric all organizations are watching closely right now because it keeps operations flowing and productivity on track. As one Forbes writer aptly put it, “Let’s toast the holy grail of hiring.”

Nudge’s Refer a Friend feature brings employee referrals to their smartphone

Nudge's Employee referral feature

Think of your employee referral program like your loyalty program. To get the most out of it, you need to ensure your workforce is educated about it – and empowered to use it.  

Nudge’s Refer a Friend feature makes this simple and easy by embedding an employee referral program directly into your digital communications platform. The customizable referral page lets employers share details on open roles and include a link to their careers page or ATS, so employees can share career opportunities through text, email, or link right from the app.  

Embedding an employee referral program right in your communication tool not only makes it easy for staff to access referral info – it also streamlines and scales the process. Whereas before managers would have verbally encouraged their teams to refer people from their networks, Nudge’s communication platform makes it easy for head office to nudge every employee directly to participate in company-wide recruitment efforts.

Organizations using Nudge can take their employee referral program one step further by baking employer branding messaging and employee benefits into their communications campaigns. This gives existing employees the information they need to show off their organization as an employer-of-choice to potential hires in their network. Nudge’s points tool can gamify the process even further, incentivizing employees to engage with employer branding information, details on the referral program, and more. 

Interested in learning more about how Nudge makes employee referrals easy and effective? Speak with our team today!