• Shared values. How would you describe your key values or the way things work in your business? If these resonate with your potential recruits, then they’re more likely to stay and help to reinforce your company culture.    
• History of loyalty. Has the candidate ever stayed in the same job for a lengthy period? You’re more likely to retain someone if they have persevered through the ups and downs of a workplace previously. 
• Mindset of commitment. Finding out whether candidates play a team sport, volunteer for charity or invest their time in other hobbies can reveal their ability to dedicate themselves.
  

When new hires join the business, they’ll need an onboarding process that goes beyond orientation activities. Orientation is about filling out paperwork and meeting the team, but onboarding involves integrating new recruits into their roles and the business. This is done through clarifying their responsibilities, discussing development plans and providing mentoring and networking opportunities. 

Building trust

Research shows managers make a big difference in employee engagement and turnover rate. To build better relationships, managers could schedule regular one-on-one meetings and provide and ask for feedback. Communicating what’s happening—business outlook, financial performance and changes in company strategies—can go a long way to earn employee trust. Better still, ask for staff input so they feel more invested and involved.

• Your company’s background, mission and vision
• Expected conduct and standards of behavior
• Human resource policies around health and safety, equal opportunity, taking leave, performance expectations and disciplinary procedures
• Rules regarding the use of company property like vehicles and laptops
• Internet, social media and email usage policies
• Procedures to report workplace violations 
  

Following an employee handbook template could save you time, but if your business is large or complex, it’s probably best to consult a professional to create your handbook. Ultimately, your employee handbook communicates your expectations and the measures that are in place for a safe and positive work environment. Consistent policies benefit the entire business and help employees feel more connected to organizational goals. 

• Training or tuition reimbursement. Paying for employees to further their skills shows you’re willing to invest in their growth and worth, which is a great way to earn their loyalty.  
• Flexible work schedule. Parents juggling school drop-offs and pick-ups value the ability to adjust the days or hours of being in the office for a less hectic schedule. 
• Childcare expenses. Helping with increasingly expensive childcare and school related costs is a significant perk for working parents. 
• Retirement plan. Assisting with retirement savings by matching employee contributions to a 401(k) or similar retirement plan incentivizes employees to think and stay long-term.  
• Company car. Leasing cars to employees can provide them with convenience and substantial savings
  

Not all of these options work for smaller companies. Low-cost alternatives include offering mentorships, internships and opportunities for advancement. These all help establish your organization as a key training ground which attracts driven and motivated employees, many of whom will develop strong emotional ties to your business. Participating in community charity events could deepen connection and loyalty for community-minded employees.   

Another option to engage small business employees is by offering a profit distribution scheme so your staff share in the rewards. 

• Flexible Spending Accounts (FSAs). An FSA is a tool to help employees set aside regular amounts for qualifying health care costs. FSAs carry tax saving opportunities for employees, however, unless you have elected to rollover balances, they’ll lose unused amounts at the end of the year.  
• Health Saving Accounts (HSAs). HSAs are not ordinary savings accounts, but just like FSAs, HSAs are also designed to save money for medical expenses. They‘re only available to people with a High-Deductible Health Plan (HDHP). Employees can save on tax by funding their account from their pre-tax pay checks. Unlike FSAs, HSAs balances can roll forward from year to year. 
• Health Reimbursement Arrangements (HRAs). These are employer-funded amounts that can be used to reimburse employees for healthcare costs not covered by their insurance.

Showing you care in other ways

While compensation, benefits and rewards design are important, lifting workplace morale can be done in different ways. Celebrate work anniversaries and personal milestones, initiate bring your family to work days or take your team out for a meal—these are just some of the more creative and less expensive ideas to engage your workforce.

At National Bank of Arizona, we understand that finding the time to fine-tune your human resource practices—on top of running a business—is difficult. That’s why we offer our clients Business Complete, a service where we connect you to the specialists you need so you can have the right support for human resources management and payroll matters. From updating your employee handbook to administering your benefits program, we have connections to experts who are waiting to unburden your load so you can get on with building your dream business. Contact National Bank of Arizona to get support from Business Complete today!

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