Having worked in three countries for several companies from massive corporate conglomerates to the smallest of small businesses, I have clear views about the advantages of working for a small business.
Experience doesn’t make me an expert, so I’m keeping my editor’s hat firmly on – this means I’ll be bringing you my personal overview with links to the real experts through research. That way you can keep up with the latest inspiration for small business by simply subscribing to this feed.
On the subject of staffing, take heart. Small companies struggling to recruit – and importantly to keep – top quality employees have a number of strategies available to them.
First the facts. Staffing Turnover and Retention presents a dry round-up of the reasons for staff turnover (the retention section is still to come – I’ll let you know when it arrives).
There are no surprises here, but two of the main criteria for staff retention – job satisfaction and organisational commitment – are worth highlighting, as they are often easier for a small business to provide.
Take a look at Small-Business Secrets to Hiring, which sets out ways small businesses can sell themselves to potential candidates. This is a US article, but most of the comments are generic enough to be useful.
Briefly, a small working environment can encourage engagement in the business at a high level, interaction regarding benefits and conditions, and attention to tailored career development. It is easier for a small business to show employees how highly valued they are, to offer flexible working conditions and to involve them in decision-making. All this leads to greater job satisfaction and company loyalty.
As for the question of perceived lack of security – the largest company I worked for offered the least security. Downsizing meant middle managers were occasionally seen clearing out their desks at a few minutes’ warning, and stress levels were high.
I have felt most secure – and enjoyed myself most – when working for small companies that reward loyalty and hard work with protection and career development opportunities. Sure, $$$ are important – but research shows that they’re not the most crucial factor in staff turnover.
So how do you find those skilled and loyal employees?
The UK’s Sunday Times advises Look Locally to Recruit the Best Workers. The article goes on to offer simple and wise advice on how to extract the best candidate from the mix.
Personally, when I have been involved in selecting candidates for interview, I have looked for something extra – maybe they gave up their degree in chemistry to join an expedition to the Antarctic, or maybe they left a secure sales position to set up an unsuccessful dog-washing company. Even if there is an element of failure in these choices, they were willing to take a risk on something they believed in. That’s a valuable quality.
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