How Small Businesses can Prepare for Employee Maternity Leave

When the new year arrives in earnest, some employers will be taken by surprise when a few employees announce they’re leaving their companies. The reasons for this are many, but there are some which are far more common than others. So, it’s critical for business owners and managers to know these motivations to address any shortfalls right away. Plus, how to proactively retain talent so productive individuals don’t leave. Common Reasons Employees Leave Companies There are a number of common reasons that employees leave companies, and understanding these reasons can be important for businesses looking to retain top talent and maintain a healthy and productive workforce. One major factor is the need for career advancement opportunities. Many employees are looking for opportunities to grow and advance within a company. If they feel like they are hitting a dead end or there are no clear paths for advancement, they may look elsewhere for opportunities that allow them to continue to grow and develop. Poor management is also a big reason. Employees want to work for leaders who are fair, supportive, and transparent. If they feel like they are being micromanaged, or if they are not receiving clear direction or support from their manager, they may start looking for a new job where they feel like they are valued and supported. Additionally, a poor work-life balance can play a role. A demanding or inflexible work schedule can be a major turn-off for employees, especially if it is causing them to feel burnt out or like they are unable to attend to other important aspects of their lives. Maximizing employee retention is one of the best ways to make sure your small business thrives. Unfortunately, staying fully staffed can be challenging in today’s business environment. According to Bank of America’s 2022 Small Business Owner Report, 41% of small businesses say labor shortages are currently impacting their businesses. —Bank of America Small Business Lack of recognition or appreciation is most definitely the cause of team members leaving companies. Employees want to feel like their hard work is being noticed and appreciated. If they feel they are being taken for granted or not receiving adequate recognition or praise, they may start looking for a company where their contributions are clearly more valued. Unsurprisingly, poor compensation and benefits are big ones. While salary is not the only factor that motivates employees, it is an important one. If employees feel like they are being underpaid or not receiving competitive benefits, they may start looking for a company that compensates them with higher pay and/or benefits. Last but not least, a negative company culture. A toxic or unhealthy company culture can be a major deterrent for employees. If they feel like they are not a good fit with the company’s values or culture, or if they are experiencing harassment or discrimination, they may decide to leave in search of a more positive work environment. So, it’s important for businesses to understand the common reasons that employees leave and to make an effort to address these issues in order to retain top talent and maintain a productive and satisfied workforce. How Businesses can Retain their Employees Retaining top employees is important for businesses of all sizes, as it can help to reduce costs associated with hiring and training new employees, as well as improve overall productivity and morale. Here are some strategies that businesses can use to encourage team members to stay: Offer competitive compensation and benefits. Employees want to feel like they are being fairly compensated for their hard work. Offering competitive salaries, bonuses, and benefits can help to keep employees satisfied and motivated to stay with a company. Foster a positive company culture. A positive company culture can be a major factor in employee retention. Creating a culture that is respectful and supportive can help employees feel more invested in their work and more likely to stay with a company. Provide opportunities for career advancement. Employees want to feel like they are growing and developing within a company. Offering opportunities for advancement, such as training and development programs, can help to keep employees motivated and engaged. Encourage work-life balance. A demanding or inflexible work schedule can be a major turn-off for employees. Encouraging a healthy work-life balance, such as through flexible scheduling, hybrid, or WFH options, can help to keep employees satisfied and less likely to look for new opportunities. Show appreciation and recognition. Employees want to feel like their hard work is being noticed and appreciated. Regularly thanking and recognizing employees for their contributions can help to build a positive and supportive work environment that encourages employees to stay on board. Foster open and transparent communication. Employees want to feel like they are in the loop and that their opinions are valued. Encouraging open and transparent communication, such as through regular check-ins and feedback sessions, can help employees feel more connected to the company and more likely to stay. Overall, the key to retaining employees is to create a supportive and positive work environment that recognizes and values their contributions. By implementing these strategies, businesses can encourage team members to stay and foster a productive and satisfied workforce. How else can businesses prevent employees from leaving or proactively encourage them to stay? Please feel free to share your thoughts and experience so others can benefit! Interested in learning more about business? Then just visit Waters Business Consulting Group.

When it comes to small businesses, one of the biggest challenges is finding ways to keep employees happy and motivated. This, especially in challenging times such as these, when there’s a labor shortage and even qualified individuals aren’t seeking new opportunities or becoming statistics of the Great Resignation. What’s more, it can be tough to compete with larger businesses when it comes to salary and benefits. One way that small businesses can attract and retain top talent is by setting up an employee profit-sharing plan. In this blog post, we will discuss the pros and cons of employee profit-sharing plans and why they are so beneficial for small businesses. Biggest Concerns Small Business Usually Have about Employee Profit-Sharing Plans There are a few drawbacks to setting up an employee profit-sharing plan as well. Obviously, the biggest concern is the expense. There can be some costs associated with setting up and maintaining a profit-sharing plan. Doing so can be complex. Profit-sharing plans are generally nuanced, and it is important to make sure that they are set up correctly. Otherwise, it could create problems down the road. Moreover, these programs usually include tiers, making them even more difficult to establish in the beginning. A profit-sharing plan, also referred to as a deferred profit-sharing plan, gives employees a share in the profits of the company based on the company’s earnings. Employee profit-sharing plans have distinct advantages, which contribute to a small business’s overall morale and bottom line. —Houston Chronicle Small Business Employee trust is yet another common issue. Employees need to trust that the company is doing well and that their hard work is actually contributing to the company’s success. If there is a lack of trust, employees may be less likely to participate in the profit-sharing plan. In other words, at least some plans require employees to give up part of their immediate compensation (or future earnings). Pros of Employee Profit-Sharing Plans However, though downsides do exist, there are several benefits to setting up an employee profit-sharing plan. Some of the biggest benefits that create win-win situations for employees and businesses alike include: Increased morale and motivation. When employees see that they are benefiting from the company’s success, they will be more motivated to work harder and be a part of the company’s success. Increased productivity. When employees are motivated and feel appreciated, they will be more productive in their work. This boosts overall output and contributes to a healthier bottom line, which likewise contributes to the profit-sharing model. Attracts and retains top talent. Employees want to know that they are valued and that their hard work is being duly rewarded by making the company financially stronger. A profit-sharing plan shows employees that you care about them and want to reward them for their hard work. Overall, setting up an employee profit-sharing plan can be a great way to attract and retain top talent at your small business. While there are some drawbacks, the pros far outweigh the cons. If you are considering setting up a profit-sharing plan, be sure to consult with an accountant or financial advisor to make sure you are doing it correctly. My firm has helped many of our Clients set up profit-share plans that have been very effective in providing incentives for those employees who qualify and contribute to the success of the business profitability. What other advantages and disadvantages would you include? Please share your own thoughts and experiences so others can make a more informed decision. Interested in learning more about business? Then just visit Waters Business Consulting Group.