Four Strategies to Build Loyalty Among Light Industrial Workers

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It’s hard to underestimate the value of loyal employees to your organization. Engaged, satisfied employees work better and keep customers coming back. If you’re ready to rethink your organization’s approach to employee loyalty, here are four strategies that are great starting points:

Corporate Growth As Employee Growth

Fostering loyal employees often boils down to one thing, writes Lauren Keller Johnson in Harvard Management Update: making employee development an important part of your organization’s goals. “When a company helps its employees develop expertise that furthers their professional development and enables the company to address its thorniest challenges, both types of loyalty align powerfully.” In other words, part of your organization’s overall mission should be the development of great talent by funding professional growth opportunities like higher education and membership in professional organizations. You get better-trained employees, and your employees develop their skills – it’s a win-win proposition.

Empowering Every Employee

Everyone knows that happy employees are often loyal employees, but understanding what makes employees happy can be the difficult part of the equation. For most employees, however, job satisfaction and loyalty have a bottom line: empowerment. Empowerment can be as small as having a say in the type of coffee stocked in the break room, or as big as the ability to make decisions about customer satisfaction –  without having to speak to a manager each and every time. It’s all about trust, in the end; show your employees you trust them to own their jobs, and they will feel as though they have ownership in your organization, a huge factor in creating loyal employees.

Make Recognition Standard

Think your employees don’t care about being recognized for their achievements and their hard work? Think again. When Retailcustomerexperience.com sent Bryan Pearson to Zappos to determine just why employees love the company so much, many of his findings went back to a central aspect of Zappos’ corporate culture: employee recognition. Its influence is felt everywhere from the free lunches and snacks served to employees each day, to ergonomically designed workstations, to a full-time life coach employed to assist employees in professional and business issues. After graduation from the coaching program, employees’ achieved goals are put in a special hall of fame. That’s taking employee recognition seriously.

Don’t Just Say You Have an Open Door Open It

Open door policies between employees and management – all levels of management – are often touted by organizations, but are rarely the real thing. If you’re serious about fostering loyalty amongst your employees, creating an atmosphere where they feel safe airing their concerns and frustrations is key. All levels of management should understand that employees are free to express their opinions without worry about recrimination or retaliation. It’s one of the cheapest and best ways build loyalty between an organization and its workforce.

You want loyal light industrial workers, sure, but you want them to be great loyal employees. Let Staffing Partners’ employment experts help you find the employees for your temp- and temp-to-hire positions that you’ll be proud to say are part of your team. Contact us today.

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