JOURNEY OF A CLIENT: FROM DISENGAGED TO ENGAGED EMPLOYEES
Recently, one of our clients approached us about needing help to resolve several employee-retention challenges they were having. They were experiencing high employee turnover rates (38 percent), and an inefficient, broken selection process. They were throwing a lot of money and manpower at off-the-shelf training for managers and their teams, but still experienced the same results. Exit interview data was very negative, specifically related to manager interactions and the onboarding experience. I shared that we previously engaged a talent strategy consultant to help us with other clients facing the same challenges and that they should consider the same.
LAYING THE GROUNDWORK FOR STRATEGIC HR EARLY
Like with many other PEOs, our clients partner with us for help with fundamental HR needs such as payroll, benefits, and compliance. But, from the onset of the relationship, we guide the conversation to the subject of strategic HR initiatives. And rightfully so, as it is the surest way to engage employees and align them to the goals of the business. Companies need to start this planning sooner rather than later, but at what point in their growth? Depending on the reporting structure, this can mean as soon as they have 10, five, or even two people. PEOs are well-suited to help lay the groundwork for these plans.