The ability to continue to recruit the best, the brightest, and the most promising talent you can find is key to your business’s ongoing success. If you have trouble attracting or sealing the deal with potential employees, you have to ask, what is stopping them from accepting a job offer? Figuring out the kind of pay and benefits they expect is the first solution, but many employers ignore the other barriers they might be putting up instead.
- Inflexibility. Starting with the most practical concerns, first, more employees are looking for positions with flexible arrangements that help them better organize their work-life balance. Technology is changing the way we work and one of the ways it’s doing that is the rise of remote working. If your business isn’t well-situated for an employee, for instance, they may be reluctant to commit to a long commute. It won’t work for all positions but adding a little more flexibility to work schedules and arrangements can make your business a lot more attractive to recruits.
- Commute and access. If your business isn’t well-situated for commuters, it might be a problem worth addressing directly. Moving the workplace might be a big investment, but it’s worth considering if you discover that your team has a hard time making it out to their job. Access is just as important. If your building doesn’t provide enough space or parking for them to gain access, you may have to look into road construction and parking lot expansion. A job that requires them to find somewhere else to park before then continuing their commute is going to become an inconvenience that gets more and more draining as time goes on.
- Silly rules. You may not think that any of your rules are silly, but if employees feel like they are being limited in their ability to work as well as they can, nothing can be more undermining and deflating. Some rules worth reconsidering include prohibiting music in the workplace and prohibiting personal decoration of desks that can make it hard to manage motivation. Others, like having employees seek permission from a manager to bid for internal promotions, can feel stifling to their career path, so they will seek to further it elsewhere.
- Vague roles.Some employers might believe that setting expectations, goals, and responsibilities for roles might seem stifling, but the truth is that not everyone can work entirely independently. First of all, you might have unconscious expectations that they fail to fulfill simply because they don’t know about them. Without having set goals in their work, people can feel directionless and be uncertain as to what, exactly, they provide to the team. Ensure your job advertisements include clear and concise descriptions of the role and the responsibilities that someone can expect when they take it.
If one employee quits or you fail to hire one person, it’s likely an issue on the individual level. If it starts becoming more widespread, you need to look internally. Ignore it and you could risk losing your whole team.