Employment Woes: How to Make Your Company the Place People Want to Work

By Paul Bieber

The government’s weekly jobs report says there are tens of millions of people out of work. So, how do you find the right people for your glass business? You advertise, hang up fliers, put a sign in your window and the people just don’t seem to come to you. Why?

In a survey done by PayScale, 25% of people who want to leave a company want to get higher wages, while 49% are unhappy, unchallenged, have bad schedules or want to work for a company that’s more aligned with their values. If you can appeal to the latter, you don’t have to be the highest paying company out there—just the one that people want to work for. Here are some tips to become that company.

Be Flexible

With many kids at home because of COVID-19, employees need to fit their schedules to that of their children. Let your administrative staff work from home or give flexible hours as needed. Working from home is the new normal and is here to stay.

Share Your Goals and Values

More than half (55%) of those who move to a new job said they did so for a better opportunity, increased responsibilities or a better workplace culture. Be open about your values in job interviews. Explain your goals for the company as well as for the potential employee. Be specific here. If your goal is to stay the same size you are, you don’t want to hire the “fast-lane” folks who want to climb a business ladder. On the other hand, if you want to grow, explain why and how the potential candidate can fit within your company. Find out what interests you and the employee have in common or, more importantly, where you would clash. Should this affect work performance? No, but it really does and you should be aware of your own ideas and how they permeate your company.

Explain Your Benefits

Employees are looking for health and job benefits. Explain clearly what your benefits are and how your employees use their benefits. This includes your medical and dental plans but also time-off plans—sick days, personal days, vacations and holidays. You may have different plans for different segments of your company. For instance, you can be more flexible with your office team than with your field glaziers.

Listen and Care

All employees, without exception, want to care about the company they work for. If the company doesn’t want their input, they become robots and just do the assigned jobs, but boredom will prevail and they will start looking. Keep your employees actively involved with your firm. Meet at least monthly with everybody, telling them news of what is going on at work—new accounts landed, machinery or trucks coming, new products you will carry. Ask for the input from everyone. What do they see your competitors doing? What are customers asking for that you don’t currently carry? If you bring in a new product from these meetings, then give loud praise to the employee who recommended this.

Lastly, care about your people. Recognize birthdays, employment anniversaries, marriages and special days for your team. You will have employees of different religions and ethnic backgrounds. Allow for their needs of holidays that differ from U.S. basic holidays.

You will grow your company by having stable and caring employees.

Paul Bieber has more than 40 years’ experience in the glass industry, with C.R. Laurence and as executive vice president of Floral Glass in New York. He is now the principal of Bieber Consulting Group LLC and can be reached at paulbaseball@msn.com. Read his blog on Tuesdays at http://usgpaul.usglassmag.com

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