Flexible Schedules, Healthy Atmosphere, Competitive Salaries. We asked N.J. Execs: How do You Retain Employees These Days?

The Edge for June 2022

It’s an employees’ market these days. Workers everywhere are changing jobs while employers everywhere are talking about how hard it is to fill positions. So we asked New Jersey Chamber of Commerce member companies: How do you retain employees these days? What new steps are being taken to keep employees happy and in position to flourish? What conventional and unconventional benefits are being offered? Here is what they said:

Employees Need to Feel Embraced and Supported

When it comes to retaining employees during these challenging times, there is no one size fits all approach. Leaders must return to the basics of relationship building by embracing innovative approaches to create “stickiness” with their employees – only those organizations that adopt meaningful and engaging development programming along with inclusive outreach will achieve retention. Moreover, compensation is essential, but even well compensated employees may leave because they do not feel connected to an organization’s cultural mission, valued for their contributions, or engaged in a long-term career track. Now more than ever, employees need to feel embraced and supported.

– Kerry Jean Moore, Chief Legal Talent Officer, CSG Law

Interview Key Employees to Learn What They Value and What They Would Change

Three strategies that we (and our clients) have instituted to keep employees motivated and engaged include:

• Build employee recognition into the company culture: Celebrate achievements on the company website, internal and external communications, and on social media sites such as LinkedIn.
• Invest in employees’ personal and professional growth: Provide access to life coaches, business mentors and additional training opportunities.
• Interview employees: Use “stay interviews” to learn about what key performers value and what they would change or enhance about the company, product, service, or their role. Sometimes listening and being heard goes a long way.

– Nick Malefyt, President, Master Search Solutions

Offer Flexible Schedules, a Healthy Work Atmosphere and Competitive Salaries

Adapting to this job market has been an exercise in learning what is important to a new workforce. Definitively, our biggest transition was from an office-only to a hybrid-flexible model, given the trend towards professionals’ family life becoming a renewed priority. Fortunately, Najarian Associates’ strong “family-first” culture places a high value on offering a healthy workplace environment, showing appreciation, and recognizing our professionals as integral members of a team that work together towards a common goal. Lastly, we have found that adjusting current loyal employees’ salaries to match higher incoming expectations has helped boost overall morale.

– Ohannes Najarian, MBA, Director – Marketing, Najarian Associates, Inc.

Keep Your Workforce Engaged and Thriving

At Kean, we have taken steps to keep our workforce engaged and thriving. We're creating a Center for Teaching & Learning and a Center for Staff Success devoted to professional development for faculty and staff. The Center for Teaching & Learning is already providing training to our faculty on obtaining research grants, course design and hybrid teaching. Kean is also launching a wellness initiative to support our employees’ mental, physical and financial well-being. Additionally, we will use the results of a recent (work) climate survey to help us develop new initiatives to make employees feel valued and supported.

– Lamont O. Repollet, Ed.D., President, Kean University

Encourage Employees to be Creative, Share Ideas and Keep Lines of Communication Open

Our employees are treated with respect and encouraged to drive positive change, not just talk about it. They are encouraged to be creative, share ideas and keep open lines of communication. One reason employees might not take risks and innovate is because they are afraid of failing, so when an employee tries something new and it doesn't work out, we focus on the positives and celebrate the fact that the employee tried something different. GoMo Health is about activating and engaging people, and we carry that through to our entire team.

– Lawrence H. Krampf, Chief Revenue Officer, GoMo Health

Convey that You Care About Employees in Words and Actions

Gibbons has earned great workplace designations from various organizations and publications for almost two decades. As we gradually return to more normal operations after the worst of the pandemic, we've focused on employee appreciation. For example, we participated in Well-Being Week in Law 2022, a national initiative to raise awareness and improve the well-being of everyone in the legal profession. Offerings included two guided meditation breaks; healthy lunch and snacks emphasizing quality ingredients and proper portion size, which were available to all on-site personnel. We offered Physical Activity Friday, encouraging everyone in the office to set aside 10 minutes for a brisk walk during the workday. We also had raffles for $100 gift cards to venues promoting relaxation, physical activity or entertainment; and we offered daily wellness tips and challenges. These are all designed to convey how deeply we care about our employees' well-being, because they are all valued members of the Gibbons family.

– Patrick C. Dunican Jr., Executive Chairperson, Gibbons P.C.