Renew your toolbox to successfully retain blue-collar staff!
In addition to the job hopper phenomenon, which is more typical of white-collar workers, blue-collar turnover has suddenly shot up and become a serious challenge for many companies. Why physical workers leave a job and how to prevent them from leaving has become a very important issue. Candidates are scarce, qualified candidates even less so, so although they require a lot of resources, unfortunately recruitment does not always lead to results. Retention has become a focus, and this is not just a shift in emphasis or fine-tuning - a new approach and a new toolkit are needed to succeed. We've shared some useful tips in our previous article, but let's look at what else you can do to reduce blue-collar turnover.
The battle for talent within the company and the causes of blue-collar turnover
Labour shortages are a global problem, and competition for talent has increased almost everywhere. The reasons are many, but the epidemic period has certainly brought changes in this area. We are rethinking our approach to work, making more informed choices about physical and mental wellbeing. In addition to wages and inflexible working hours, reasons related to safety, stress and physical health have become very common reasons for physical workers to quit.
As an expert in blue collar recruitment, Main Street Recruitment recently ran a lengthy article outlining the changes in perspective that may be needed to retain and attract physical workers. One of the exciting takeaways is that in many cases, the battle for talent will no longer be fought in the labour market with competitors, but in-house: retaining existing workers will be more important than ever. But this may require a toolbox as rich as that for recruitment.
Preboarding tips: how to keep someone who would quit at step zero?
Sometimes, physical workers are insecure before they actually start work. They do not feel welcome or that they are prepared enough for the position. However, the problem of early exit does not necessarily point to recruitment failures, but to areas of preboarding that need improvement.
Introduce your new colleague through the internal communication channel! - The others can welcome him/her (even in a comment), which will immediately create a closer connection and a friendlier welcome for the newcomer. This can also be an online team meeting.
Provide thorough preboarding material for a smooth start! - Where are the changing rooms, toilets, canteen? Who are the team members and leaders? What are the most important tasks and things to know about the job? A well put together, easily accessible itinerary is good for all employees in the initial period. It reduces the feeling of being unprepared and lost. You can also share small company videos with the new employee to help them get to know the company culture and environment better.
As an extra, a welcome package is also an option! - Giving a small welcome gift to newcomers is a very thoughtful thing to do. It can be anything small, a company souvenir, etc., the gesture is what counts. What is important is that this should not replace, but at most complement the introduction and preboarding course material.
Onboarding tips: how to boost engagement with transparent processes?
The first period is full of new things to do in a new job. Most of these will not reappear in everyday work, but onboarding is unfortunately an "ideal" situation for employees to feel overwhelmed and leave.
Automate what you can! - The onboarding of blue-collar colleagues is also most efficient and fastest through digital platforms. It saves HR a lot of time, but employees also appreciate being able to take care of administrative tasks, fill out documents even on their phone, submit a workwear request, etc. with just a few clicks.
Administration form
Help the integration process with answers and mentoring! - New employees may have thousands of questions, but sometimes they prefer not to ask any. Encourage and provide a digital platform for new colleagues to ask questions. Of course, these should be answered, and it can also be helpful to have a former employee to mentor the new employee during the initial period.
As an extra, a little gamification can also work! - Playing games, competing is good for the community and also boosts individual motivation. Engagement can be boosted if blue-collar workers can get involved in games and challenges from the onboarding stage.
Security and recognition - how to have a healthy workplace and a stable workforce?
Safety is a key issue in physical work. Our natural need is to work in a healthy working environment, to feel safe and secure, otherwise we will soon be looking for a new job. In addition to the physical exposure, the mental pressure on workers can be greater in jobs with a high physical workload or where the work is particularly dangerous.
Keep your workers safe with digital content, regular training and repetition. - The time for lengthy classroom safety training is over. But with mobile digital platforms and microlearning techniques, learning is more enjoyable and effective. Colleagues can learn at their own pace, access materials, practice and review from anywhere, anytime.
E-learning
Boost the culture of recognition! - Issue certificates of completion. This is an important recognition of employee performance. Blue-collar employee turnover is often linked to a lack of feedback. That's why it's important to have regular positive reinforcement and constructive criticism, but also give room for rewards and performance appraisals in all jobs. Digital platforms also make it easier for colleagues to give appreciative feedback to each other, which is good for the community and increases engagement of physical workers.
