This document discusses what hourly employees really want from their jobs and how providing those things can benefit employers. It summarizes research showing that employees value appreciation, involvement, empathy, purpose, goals and recognition over just wages and benefits. It argues that technology can help employers empower employees, communicate goals, recognize contributions and streamline tasks like scheduling to improve engagement. Higher engagement leads to lower turnover and higher productivity, customer satisfaction and profits.
5. The demographics
• Hourly employee turnover rates historically
average 70-120% per year
• 40% of hourly employees are under 25 years old
• 33% are 25-44
• 28% are 45 or over
• 80% work within a 5 mile radius to their house
• 56% consider their jobs a FT career
• 74% prefer to work 30 hrs or less per week
• Over 50% apply for 3 or more jobs at one time
http://www.tlnt.com/2010/10/29/how-to-find-and-recruit-the-best-hourly-employees/
6. What WE THINK they want...
1. Good Wages
2. Job Security
3. Growth opportunities
4. Good working conditions
5. Interesting work
6. Personal loyalty to workers
7. Tactful discipline
8. Appreciation of work done
9. Sympathetic help with personal problems
10. Feeling “In” on things
http://www.selfgrowth.com/articles/Dunn110.html
7. What THEY really want…
1. Appreciation for Work done
2. Feeling “In” on things
3. Sympathetic help on personal problems
4. Job security
5. Good wages
6. Interesting work
7. Growth opportunities
8. Personal loyalty to workers
9. Good working coditions
10. Tactful discipline
http://www.selfgrowth.com/articles/Dunn110.html
8. What they want at work?
• In the Workplace
– Purpose
– Goals
– Empowerment
– Belief
– Empathy
– Understanding
– Thanks
– Recognition
http://www.inc.com/guides/2010/08/10-things-employees-want.html
http://www.inc.com/geoffrey-james/10-things-employees-want-more-than-a-raise.html
http://www.inc.com/what-your-employees-really-want.html
http://www.tlnt.com/2010/10/29/how-to-find-and-recruit-the-best-hourly-employees/
10. How will tech help me?
• Let technology be the catalyst
– To empower
– To communicate goals
– To drive purpose
– To recognize and thank
– To streamline
11. The Job Seekers
• Logistics:
– 37% cited being hired quickly as the most important
aspect of the process
– 33% said it was Pay
– 17% said is was proximity to home
– Focus on already employed people (top performers)
http://www.workforceinstitute.org/wp-content/uploads/2008/06/kleiman-recruit-the-best-
hourly-06.pdf
comScore Media Metrix, 2007; U.S. Bureau of Labor Statistics; CIBC World Markets; Borrell
Associates.
12. That HAS to be a better way
• How do you
– Get the word out about openings
– Write your job descriptions
– Source new candidates
– Receive new resumes/applications
– Sort through resumes/applications
14. That HAS to be a better way
• How do you
– Source new candidates
– Receive new resumes/applications
– Filter through resumes/applications/applicants
– Ensure those candidates are the BEST for YOU
– Handle new employee on-boarding/paperwork
• Do you
– Know what you are looking for
– Know how to spot them
16. What to know
• Make it easy for the best people to find
your opening
• Make it easy to apply
• Allow after hours applicants & interviews
• 24 hr job hotline or solution
– Increase high quality applicants by 30-50%
• Become a Magnet
• Find proactive candidates
http://www.workforceinstitute.org/wp-content/uploads/2008/06/kleiman-recruit-the-best-
hourly-06.pdf
25. Disengaged Employees =
• Lower productivity
– Companies with high levels of employee engagement
improved 19.2% in operating income while
companies with low levels of employee engagement
declined 32.7% over the study period. (Source: The
ISR Employee Engagement Report. Towers Perrin-ISR)
• Higher Turnover
– Employees with lower engagement are 4x more
likely to leave their jobs than those who are highly
engaged (Source:Driving performance and retention
through employee engagement. Corporate
Leadership Council)
http://www.forbes.com/sites/kevinkruse/2012/09/04/why-employee-engagement/3/
26. Disengaged Employees =
• Lower ROI
• Lower Revenue
– A study of 64 organizations revealed that
organizations with engaged employees have
2 times the Annual Net Income of
organizations whose employees are
disengaged (Source: The Impact of Employee
Engagement. Kenexa)
• Lower Profit
http://www.forbes.com/sites/kevinkruse/2012/09/04/why-employee-engagement/3/
27. Engaged Employees Lead to…
• Better service, quality, and productivity, which
leads to…
• Higher customer satisfaction, which leads to…
• Increased sales (repeat business and referrals)
which leads to…
• Higher levels of profit, which leads too… (6%
higher Net Profit Margins)
• Higher shareholder returns (7 times higher)
– A study conducted across 39 organizations indicates
that orgs with highly engaged employees achieve 7
times great 5-year total shareholder return (TSR)
that orgs whose employees are less engaged
(Source: The Impact of Employee Engagement.
Kenexa)
http://www.forbes.com/sites/kevinkruse/2012/06/22/employee-engagement-what-and-why/
28. A Means, Not an End
• It will STILL take work
• It will STILL take effort
• It WILL get better
• You WILL see results
Learn how using the right technology to find, hire, schedule and pay your employees will foster higher engagement and drastically improve your bottom line.
Are you having difficulty? You’re NOT alone! The BEST employees don’t just walk in and ask for a job. You usually have to know what you need, where to look and how to recruit them. Attracting and retaining the best hourly workers requires understanding the demographics of todays workforce.
According to a survey done by the U.S. Bureau of Labor Statistics
Purpose - or believing in the companies mission and values
Empowerment - or the ability to make decisions
Empathy - or feeling that their boss and higher ups actually care, remembering anniversaries, being flexible with vacation, letting people work from home when appropriate… it other words.. It’s the little things!
Are you having difficulty? You’re NOT alone! The BEST employees don’t just walk in and ask for a job. You usually have to know what you need, where to look and how to recruit them. Attracting and retaining the best hourly workers requires understanding the demographics of todays workforce.
Are you having difficulty? You’re NOT alone! The BEST employees don’t just walk in and ask for a job. You usually have to know what you need, where to look and how to recruit them. Attracting and retaining the best hourly workers requires understanding the demographics of todays workforce.
Are you having difficulty? You’re NOT alone! The BEST employees don’t just walk in and ask for a job. You usually have to know what you need, where to look and how to recruit them. Attracting and retaining the best hourly workers requires understanding the demographics of todays workforce.
Disengaged employees lose an average of 14.1 days a year to lost productivity
40% of disengaged employees leave their job within the first year
Employee turnover costs U.S. businesses $11 billion annually
Disengaged employees lose an average of 14.1 days a year to lost productivity
40% of disengaged employees leave their job within the first year
Employee turnover costs U.S. businesses $11 billion annually