In today’s market, it seems that people are craving stability now more than ever.
If firms hope to gain an edge in the market, they need to understand the ways they can make their positions more desirable to potential employees.
According to research done by LinkedIn, the number one reason anyone in the United States changes jobs is for a career opportunity. This is amplified in the AV Industry. Many of our employees are unable to get full-time jobs and works as contractors for their firms. These workers are estimated to earn only $36,500 per year to the $62,700 by employees who are working a steady 40-hour workweek. They also will likely sacrifice the benefits that come with a full-time job.
Ultimately, if you are looking to attracts more high-quality employees, you should consider taking a closer look at your career development ladder. Creating an obvious path of upward mobility for part-time AND full-time employees is one of the most important things you can do to manage your talent effectively.
As a CEO, allocating time to developing these talent management techniques will prove invaluable for your company, and your recruiting process. Implementing clear training/development strategies that every employee has access to can make positions much more attractive, and can increase efficiency in the workplace as well.
As employees show they are developing skills, they will become more valuable to the company. While many might see management positions as ‘upward mobility’ within the company, there are really two incentive paths that every firm should provide to its employees: management paths, and financial paths. Some employees will be better suited for the role of a manager and are motivated towards the position of leader. There are others, however, who are better suited in the position they already have and are better off with a financial raise.
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