HUMAN FACTOR
Retooling for the Rebound
It’s a critical time to consider how to best utilize your staff, as we settle into new working conditions and begin the budgeting process. BY LAURIE KAHN
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usiness is slowly starting to pick up. People are getting used to working remotely and adjusting to the new normal. The shock of the pandemic is settling down so that business leaders can now start to strategize without making kneejerk decisions. Some of us have already begun the 2021 budget process. This may be the perfect time to re-think your staff, especially your sales department. I encourage you to really consider what and who you need on your team. Over the past several years, when I’ve brought up offering flexible work options – such as working from home or unusual work hours – many owner/operators did not buy into the concept. It has been hard for some to deploy flexible working conditions, as employees were forced to conduct business remotely without a lot of planning. But now more companies have embraced some type of employee flexibility, no longer considering it a mere stop-gap measure. That’s in line with the thinking of Microsoft co-founder Bill Gates. He’s been quoted as saying that flexibility is one of the top benefits that you can offer an employee. Many of us have seen that productivity can be even higher for those allowed to work at home at least part of the time. Flexibility also helps build loyalty, reduces turnover and lowers expenses. Most importantly, it can help your recruitment and retention efforts. People want a strong life/work balance, and many are adapting well to the new norm. Understand that if you want to bring on the next generations of workers, you may need to make some changes to your compensation, onboarding and training to retain them as long as possible. Know that if their needs are not met, they will not stick around. Whatever turnover you have experienced in the past, expect it to be higher in the future. This year has also reminded us how important it is to have a diverse staff in place. That does not just apply to race. We want to
strive to have a balance of gender, age groups and cultures. This is a good time to review marketing materials, social media messaging and websites to make sure they show that your company embraces diverse hiring. This is also a good time to analyze your
following up on creative, inputting orders and handling the little details. This also creates a perfect training position for a new hire. This is a successful model for many companies because it allows the top billers to increase revenue. Consider ways to be more flexible with part-time workers. Think about how many Boomers are currently employed and find out when they plan to retire. If you have someone close to retirement, perhaps they will stay on longer with more flexibility. Consider pairing a top producer with a new hire who can benefit from being mentored. Do not discount job shares, which can be done with any combination of people, not just two moms. Many young workers are juggling more than one job at a time, so you may find some who are perfect for sharing certain responsibilities. Review marketing materials, social If your handbook states a set media messaging and websites to make number of hours of work per sure they show that your company week to qualify for benefits, you may save money there as well. embraces diverse hiring. Last, but definitely not least, current job descriptions for your entire update your handbook and policies to team. You may have needed to downsize better reflect what is now the new norm. and reassign tasks, so it is especially im- If you show that you are progressive and portant to confirm that all duties are being embrace change, it can be a big turn-on for handled and that nothing is falling through many job seekers. the cracks. As we navigate this If you now have a smaller staff, maybe time of change, I chalthis is the time to build a more skill-based lenge you to rea l ly team where you take advantage of individ- rethink your needs ual strengths. For example, you might task and add some positive a part-time person to set up new business changes to better move calls. Assign a person who is adept at con- forward. ducting customer needs assessments to focus Laurie Kahn is president of Media Staffing on gathering that information. Network, which helps media companies with all of Your strong sellers can spend more time their talent acquisition needs, including diversity drumming up new business if someone planning. She can be reached at (480) 306-8930 or laurie@mediastaffingnetwork.com. else supports them by creating proposals, The Financial Manager • September/October 2020 7
