3 Ways to Make Sure Your Recruiters Don’t Leave, Ever

Are you adding to your workforce this year, or replacing vacant positions? If you’re doing more of the latter, then you might be interested in a little research. According to a recent survey over at Staffing Industry Analysts, the main reason staffing and recruiting employees leave their jobs (51% of those surveyed) is due to “bad management and bad environment.”

You’ve heard the stories. Some staffing companies are like a revolving door, ushering in a new crop of employees only to see them leave after a year or two for greener pastures, and then repeating the process over and over again. But your company is different: you can provide a much better and healthier experience for your employees, day to day, and alleviate the issue of bad management using staffing analytics.

1. Maintain great transparency with your employees.

One of the biggest complaints with bad management is the lack of communication. Disgruntled employees seem to always criticize the upper brass for keeping secrets or not being forthright with goals, expectations, and directives. To alleviate this, make sure management is as transparent as possible.

Go beyond just the usual Monday Morning Meetings. One great way to maintain transparency is to establish a nightly email that summarizes the numbers for the previous day. You can also have a leader board displaying the weekly numbers in the office. The purpose of this is to keep employee activity transparent so there isn’t any question as to a) how the company is performing, b) how teams are performing, and c) how individual employees stack up to others. Disclosing numbers in this way not only encourages healthy competition, but clearly shows lower performing employees that they are lagging behind the team average, which will greatly facilitate performance conversations during evaluations.

Bookings Leaderboard by Employee

2. Predict problems coming down their pipeline.

If only you had a crystal ball to warn you of problems before they happen. Well, reports that predict the pipeline of your employees is just that crystal ball. Knowing what they are working on, even in the earliest stages, and knowing the approximate date they will close will help you calculate the value of each employee’s pipeline, and whether they are on pace to hit goals or miss them.

Sales Pipeline by Employee

Not only will you spot problem areas, management will get a good idea of which employees are excelling in their position, giving you a heads-up on who might deserve a larger bonus or a salary bump. Conversely, employees with weak pipelines may indicate a few things: do they need exposure to more clients to increase their pipeline? Can they work more efficiently with the resources they have? Are there obstacles in their day to day that is preventing them from building up a pipeline? Diagnose their issues with further research and your employees will be grateful with your spot-on management.

3. Be hands-off and let them manage themselves.

No one likes to be micro-managed (and if one does, that employee needs to learn how to work without having his/her hand held!). This is a work-place annoyance that have made more than a few employees look for other jobs with less “present” bosses. Remedying a need to manage so closely can be the difference between a happy employee and another job posting on your company website.

Empowering your employees to “own” their data will not only help them manage themselves, but teach them valuable management skills. Having transparency of data is one thing, but tailoring that data to each employee will help them look at their numbers every day, not just at the end of each quarter when they need to scramble to put together a data sheet for you.

Take a look at InsightSquared’s personalized reporting set up:

My Scorecard

At the top of the left hand navigation you can see that there are reports specific to the user. These reports, such as the personal scorecard shown above, are customized to each employee’s goals and history. This way, your employee has immediate access to how he/she is performing; numbers that are always automatically updated and accurately reflect to-date performance.

Having data like this keeps each employee looking at the numbers without a manager needing to provide a constant reminder. In fact, your employee will be empowered by the information that he or she has access to and help them self-motivate.

Don’t let good employees slip away due to bad management. Managing by the numbers will make both sides happier, and the only thing you’ll have to worry about are what gifts to buy for ten year work anniversaries.