A resource for safe and effective troubleshooting from the leaders in simulation training.

Greetings, Troubleshooters! For the past two weeks, we’ve been looking at troubleshooting from a slightly different angle—that is, troubleshooting your human resources process.

First, we looked at the hiring process—the kinds of traits to look for when you’re hiring a new maintenance professional. Next, we looked at how to use Simutech Multimedia’s Admin Dashboard to create custom tests to evaluate the aptitude of your applicants and further narrow down the field.

Today on Troubleshooting Thursdays, we’re going to talk about how to build and retain your team once you’ve hired the right people.

High Turnover Costs You

Imagine that you’ve just gone through the human resources process of interviewing numerous applicants for the new job and testing them for aptitude, and found the perfect person. Now imagine that six months later, they want to leave!

You can appreciate that high staff turnover is a problem. It costs you money, time, and aggravation. The estimated cost of losing an employee ranges from 25 to 200 percent of that person’s salary. These costs can include service disruption, loss of morale in remaining employees, burnout of those who have to pick up the slack, and the cost of repeating the hiring process. So, retaining your staff once you’ve hired them is a priority. The only trouble is, it’s getting tougher.

The talent shortage has created an environment in which managers have to compete with other companies to retain valuable employees. One way to do this is to provide the kind of workplace where people want to stay.

Here are some ways to help you troubleshoot the talent shortage.

  1. Give your staff a sense of purpose. It’s not always about the bottom line—reaching out to the community and influencing social issues can give employees a greater sense of purpose that increases their personal fulfilment at work.
  2. Know what inspires them. Get to know your employees! Know their talents, tendencies, and behaviours, so that you’ll understand how to motivate them.
  3. Let them learn. Most people want to know that they are 1) needed and 2) still relevant. So they are open to the chance to gain new skills and competencies. Many feel it is a way to take charge of their career trajectory, so they also want honest feedback. In-house training is a cost-effective way to deliver opportunities like this.
  4. Create an environment that advances innovation. Reward and encourage employees who try new things to improve company processes, and don’t squelch them if it doesn’t work out as hoped. When staff see that their ideas are valued and given a reasonable chance for success, they’ll try again, and eventually, something will work. It will definitely build their sense of worth, and the payoff could be big for the company if the innovation reduces waste or increases efficiency.
  5. Activate their natural talents. Helping employees leverage their natural abilities by giving them even small responsibilities in their area of strength can make them more effective in both their personal and professional lives.
  6. Let them participate in their own accountability. One way to give your team a sense of ownership is to let them have input into the way that accountability will be enforced in the workplace. It’s a clear demonstration of your trust in them and gives them a greater sense of autonomy and avoid the sense of lack of control that causes poor morale and contributes to turnover.
  7. Show them you respect them. Everyone wants to be respected. Respect is different from praise and affirmation—it has to be earned, so you must first set ground rules for how it will be earned.
  8. Encourage professional development through training. Professional development is an ongoing activity. You can provide in-house training activities that encourage employees to learn, practice and maintain new skills. Simutech Multimedia’s Troubleshooting Skills Training System provides this kind of professional development for maintenance professionals. It’s part of creating a great work environment that makes employees want to stay with you.
  9. Build relationships based on trust. When your team know you believe in them, it’s inspiring! Relationships based on trust can elevate employees’ desire to deliver beyond expectations. Investing in training for employees can demonstrate that you think they are worth it, and you trust their ability to take on new challenges.
  10. Elevate your team from good to great. Take ownership of your team and raise them to the next level. Meeting your staff’s needs for self-worth, respect, professional development, and participation in activities that leverage their natural abilities gives team members a greater sense of value and relevance. Team members who know they are respected, valued, and challenged to move beyond the status quo are happier, and will stick with you longer.
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