The Secret Sauce to a Successful Company? Its People.


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“What’s the best advice you’ve ever given an entrepreneur?” My answer is always the same. Your crew members are the secret sauce to your organization’s success. Invest in them, top to bottom, to help them scale, innovate and thrive.

After more than 25 years in the industry, I’ve observed that combining care and thought creates the best experience for your crew members and is key to retaining them. Our OTG crew members are the secret sauce to our organization’s success, which is why we’re dedicated to listening and investing in continuing to improve the crew experience.

What is the secret sauce of a successful company? His people Here are some ways to find and invest in top talent:

Related: Investing in your employees is the smartest business decision you can make

Expand your internal recruiting team to find the best talent

Many companies use external recruitment agencies for their recruitment needs. However, what we have found most helpful is really expanding and investing in our internal recruiting team. They are dedicated and hardworking people with the goal of finding the best crew members for the company.

The hardest part of running an organization is choosing the best crew members for the job. Because we emphasize hiring the most qualified and dedicated recruiting team, we have strong retention and a streak of overall success.

If you are an entrepreneur and can, my advice would be to invest in an internal recruiter. Your business will thank you.

Related: Why employees are your smartest long-term investment

Invest and keep your talent

In 2022, we have been fortunate to have a low attrition rate compared to many of our competitors, and one of the main reasons for this is our continued dedication to investing in our current crew.

A high turnover rate has a direct impact on a company’s profitability and revenue. With the constant need to hire and train new crew members, it’s easy to stray from the organization’s true mission and vision. By retaining crew members, companies can provide a higher caliber workforce that positively impacts the bottom line.

Here are five ways to invest in our crew members to help increase retention. These tips can be used in a variety of industries:

  1. Leadership development is very important to us, which is why we offer monthly 2-day classes covering emotional intelligence, unconscious biases, and more.

  2. In 2021, we started a high-potential program that provides one-on-one executive coaching to a group of executives (80) this year so far. We also continue to optimize our manager-in-training program, where certified manager trainers provide structure to on-the-job learning.

  3. The crewmember engagement survey is sent to over 4,000 crewmembers so we can identify strengths, gaps, and actions against these career paths, as well as continue to clarify the paths of hourly and salaried crewmembers in operations.

  4. We instituted a years of service program to recognize and appreciate crew members who have been working for OTG from 5 to 25 years or more.

  5. This summer, we hope to launch LinkedIn Learning to our salaried managers, which will fill existing training gaps (6,000 courses).

Related: Investing in Your Workforce: Strategies to Help Your Team Achieve Their Development Goals

Improve the efficiency of the incorporation of new talents

We are fortunate to have a team fully dedicated to onboarding new crew members, and they are constantly improving their onboarding efficiency practices. We set our newest crew members up for success from the start by training them efficiently and effectively.

There are a number of things we do to create a special onboarding experience. The following strategies can help set up any employee in any company or industry (new or old) for success:

  1. We immerse them in our culture. We talk openly and honestly about who OTG is and where we’re going as a company.

  2. We follow the onboarding process over time, so it’s not overwhelming.

  3. We ensure that they are presented not only to crew members in their functional area, but to other areas of the company that may be important to them.

  4. We use storytelling and role play to engage the crew member during the onboarding and training process.

  5. We make sure our managers are trained and understand how important it is to encourage and engage new hires.

  6. We make sure we have the right resources. Everything from the right equipment, training, software, etc.

  7. We follow up with our new hires after 14 days to ensure they are provided with the right resources and training and that their manager interacts with them on a regular basis.

  8. Finally, we show them what their career development roadmap might look like and discuss OTG’s focus on promoting from within.

All of these things ensure that we have the right candidate, are set up with all the resources they need, and are engaged throughout the process.

It is important to remember that without the success of the crew members, the success of the entire company is much more difficult to obtain. Investing in your people, helping them grow, and giving them the best tools for success will put your organization on the right path for long-term success.



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