As a small business owner/operator one of the biggest hurdles is finding top talent and retaining them. Most small businesses don’t have the budget to compete with large companies in regards to salary. According to Katie Lunden in her article “How Small Businesses Can Win In the War For Talent” she states, “according to the Summit (the largest gathering of U.S. small business owners), recruiting was the top barrier preventing small businesses from growing more quickly.” The Summit refers to the 2018 Goldman Sachs 10,000 Small Business Summit report. So what do they do?
Lunden provides five ways small businesses can recruit and retain top talent:
- Flexible Work Schedules
- Provide Opportunities for Advancement
- Create a Positive Culture
- Treat your Employees like People
- Crowdsourcing as a Talent Scaling Solution
Let’s talk about these a little more in-depth…
Flexible work schedules are becoming more popular with most companies, or at least talked about. So how can you do this when coverage is usually limited? Flex time, for instance working four ten hour shifts and having a day off during the week. If your slow days are Wednesday, a person could work Monday, Tuesday, Thursday, Friday. Or allowing a window of time for employees to arrive instead of a set time. Another solution is allowing employees to work remotely part of the time.
Allowing different options in schedules gives employees a better work/life balance. (People like that!)
Millennials are becoming a large part of the workforce now days, and guess what? They want to advance and learn! Even though small businesses may not be in a position to give a six-figure salary there are opportunities for growth. Provide an ongoing dialogue with employees and when an opportunity opens, help them grow.
I cannot say enough about creating a positive culture. People spend most of their time at work, it needs to be a place where they are happy to come. Creating a positive culture blends in with treating employees like people. Acknowledge a ‘job well done’, realize that your employees, just like you, have a life outside of work and sometimes things happen. Now I’m not telling you to let poor behavior or performance go, but remember employees are people too.
The final suggestions is crowdsourcing. This was done at a previous small business I worked at in the IT department. The business did not have a need for a full-time employee in IT, so a freelancer provided services as an ‘on-demand’ basis. IT is not the only department or position where this could come in handy. For example, Metzano, LLC provides ‘on-demand’ HR Services!