Hiring and Retaining Employees by Sacramento Area Business Lawyer, Terry L. Gilbeau

Attorney Terry L. GilbeauIt’s been said that a business is only as great as the people who operate it. Whether it is a manager, sales person, or customer service representative, a business’s personnel are on the frontline, serving as the link between clients and customers and the products or services the business offers. To say a business needs excellent employees is an understatement. In fact, the quality of employees is integral to success. Unfortunately, business owners still struggle not only with finding employees, but also with retaining employees. Given the amount of money spent on background checks, training, insurance and other employee-related expenses, each employee represents an investment. No business can survive if it consistently makes bad investments. Although the tasks of hiring and retaining good employees may seem daunting, the following tips can help you simplify the processes:

 Hiring Employees

Write Proper Job Descriptions: The first step to attracting good employees is drafting well-written job descriptions that match a position’s duties and responsibilities. Research shows that many businesses omit crucial details or use vague language in their job postings that fail to adequately describe what a job entails. This can result in hiring the wrong employees that will negatively impact the business’s bottom line. Before posting an open position, review your job description. If your goal is to hire a long term employee, think about how the position’s responsibilities could change over time and include language in your description so potential employees understand the entire scope of the job. Since some states consider job descriptions as legal documents, consulting with an experienced business lawyer will help you address any possible legal implications involved your job description. 

Give Potential Employees a “Test Run”: Prospective employees may have great resumes with excellent credentials and articulately answer interview questions, but neither business owners nor job applicants will know how they will execute their responsibilities until they actually perform tasks based on the position. Many companies use software programs that simulate jobs or have potential employees give presentations. This allows business owners or hiring managers to observe how employees react to various circumstances that can occur on a daily basis. An employee “test run” can help you identify which applicants truly have potential and the ones that are better suited for a position in another company. 

 Retaining Employees

Implement an Employee Recognition Program: Employees need to feel valued. They need to know that their contributions to a company matters. One of the biggest mistakes some businesses make is failing to enact programs that recognize employees. From an employee’s first day on a job, an employer can show it cares with simple gestures such as greeting cards and employee incentives for meeting or exceeding goals. Employers should also develop plans for recognizing birthdays and other special events in their employees’ lives. Recognition programs help build relationships and company loyalty, which can go a long way in retaining employees. Invest in your employees by creating a program that shows how much you value their work.

Provide Opportunities for Professional Development: Every job evolves over time. In order to stay competitive, businesses need to stay abreast of the latest trends in their markets. Employees also need to continue learning about their positions so they can adapt to eventual changes. Seek out seminars and workshops that allow employees to increase their skills. Encourage them to obtain additional certifications in their fields. As their knowledge increases, reward them with more responsibilities and increased salaries. Creating a culture of learning can result in employees that want to remain in their positions for years, leading a stable working environment that leads to success.   

Investing in hiring and retaining employees is critical to your business’s success. Writing clear job descriptions, giving applicants the opportunity to test the position, and implementing recognition and professional development programs will lead to positive returns well into the future. 

The Law Offices of Terry L. Gilbeau provides personalized counsel to clients in a variety of business and personal matters, including creditors’ rights, debt collection, products liability and international transaction issues. His office is located in Rocklin, CA, just outside of Sacramento, CA, near Roseville, Lincoln, Auburn, in Placer County and can be reached at (916-626-5539) or email Terry at tgilbeau@gilbeaulaw.com. Click here for the firm website http://www.gilbeaulaw.com/

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