In part four of our series, we continue our examination into the challenges of recruitment and retention faced by the vehicle dismantling industry, and try to understand why there are so many vacant dismantling job roles across the UK and the reasoning why we struggle to keep those positions filled. This week we examine how strengthening your overall compensation package guarantees recruitment success, motivates your existing talent, and improves overall employee retention.
Online job site, Indeed, have highlighted the most common reasons for people finding new jobs, ranked in order of importance:
It might surprise some to learn that pay is not the number one motivator for moving roles, with salary occupying third position. The biggest take away from the data is that investment in any of these areas, provides tangible value back to the employer. Loyalty, dedication, improved workforce skills and knowledge, performance, future leadership, improved efficiency and productivity, higher work standards; the list goes on. Consider this; for a company that is struggling with staff retention, training and on-going professional development has the ability to positively affect five of the top six motivators listed.
Recognition - We all need to feel valued.
There is no greater motivator than someone who knows that their contribution is making a difference. If individuals feel there is no appreciation for their work, job satisfaction falls away. Defined qualification or training routes demonstrate that an organisation recognises the importance of their employees and want to ensure their competence. Offering further professional development to experienced workers is also an effective way for a business to reward hard work, maximise workplace potential, and strengthen employee loyalty.
Employees are more likely to stay with a company that has the necessary resources in place to develop them in their chosen career path. Advancement doesn’t always mean progression up the career ladder. 31% of people change jobs simply because of a lack of access to resources and opportunities. Providing development opportunities across all roles rather than limiting advancement to specific positions prevents employee stagnation, and keeps workers motivated.
Career advancement doesn’t necessarily involve promotion or role change. Employees will always want to improve their talents, and therefore businesses need to make opportunities available. Nurturing career aspirations sends a clear message to workers that their personal development is as important as overall business objectives. Organisations should not hold people back, rather they should actively encourage indivduals to be the best versions of themselves. No business can ever boast that they have successfully retained employees long-term by holding back on their development.
Job satisfaction is the feeling of fulfilment, that positive emotional response that a person derives from their job. There’s no single metric for job satisfaction as many factors will contribute to why a person feels content in their role. There are, however, common drivers that can influence it, including job security, peer respect and equality, cohesive teamwork, strong relationships with supervisors or managers, a two-way feedback culture, respect for creative ideas, etc. Workplace training provides so much more than a basic induction. It ensures that workers are performing to an agreed standard, providing a consistent work quality, promoting teamwork to drive efficiencies, whilst helping to reinforce work relationships and equality. With people trained and delivering to an identified standard, a business can more easily measure performance, implement change, and encourage employees to offer their feedback to enhance business performance.
Poor working conditions are never acceptable. An employer should invest in the workplace as well as its people. Just as standardised work practices create efficiencies which in turn drive productivity, so does providing and maintaining the right equipment to do the job. Poor equipment or unsafe work areas are beneficial to no-one, not even profit margins. Employees who are trained correctly understand the importance of looking after their workplace and equipment, and how to get the very best out of them; maximising the operational life of equipment whilst minimising accidents and downtime. Formalised training encourages safe and efficient work practices and clean and tidy working environments, guaranteeing workers are operating safely, compliantly, and maximising productivity.
Thankfully, investing in a technical training programme doesn’t have to cost the earth. In fact, training will never be as expensive as having to manage the costs associated with high staff turnover. A partnership with ELV Training ensures your organisation will be in the best position to attract, match and retain, the right people to business. By investing in a defined training programme for your depollution operatives, you not only build capability and competence within your current team, keeping your business ahead of the game, but you incentivise, motivate, and inspire your people, securing a workforce for the long-term. Furthermore, when your operatives gain their elvTech qualification, we celebrate their achievement by enrolling them onto the UK's only technician register for depollution techncians. The ELV Depollution Register recognises individual technicians' achievements, experience, professionalism and commitment to Occupational Standards and continuing professional development. It sends a message into the labour market and to prospective job candidates that you invest in your people ensuring that your organisation gets noticed for all the right reasons. With over 150 elvTech professionals nationwide and growing, take the guesswork out of your next recruitment drive for technical staff by insisting on candidates being elvTech certified.