Enhance Recruitment/Retention by Showing You Care
Most laundry operators understand how a strong team of employees allied with management can advance a company’s long-term success. But making teamwork happen requires a systematic effort, according to several laundry operators whose views appear in the cover story of July’s Textile Services magazine.
The article, dubbed “Staff Solidarity: Driving Engagement,” outlines a number of steps that employers can take to cultivate staff who are dedicated to growing your business. Katie Rowland, human resources manager for Plymate Uniform and Mat Rental Services, Shelbyville, IN, said that a number of actions taken together can deliver positive results. “I don’t know that any one specific thing has done it, but I think it’s a multitude kind of approach that we’ve taken.” For example, Roland emphasized the importance of effectively onboarding new staff. Early on, she arranges a meeting between new employees and the company’s ownership and/or key managers. This show of respect helps put employees at ease, so that they feel comfortable asking questions or raising concerns with key leaders. “I think that’s been great because it gives front-line co-workers exposure to that level of management right away,” said Rowland. “It helps establish a comfort level in which they have no problem walking upstairs and knocking on one of those doors if they have a question or a concern.” Other ideas outlined in the article include:
- Empowering employees, not just with pizza parties or other food-related events, but by encouraging them the to take ownership of these programs. Maggan Hutter, Alsco Uniforms corporate human resources manager, said these social events can help build unity, if employers give their staffs an opportunity to customize them. “We have some teams that have gone so far as to bring in mariachi bands on Taco Tuesday or even coordinating employee potlucks featuring family recipes. These events provide a glimpse into each other’s cultures and personal lives,” said Hutter, who’s based in Salt Lake City. “This sense of connection improves retention.”
- Expanding staff benefits, such as adding mental health coverage, can make a difference. Hutter says the addition of mental health coverage shows a company cares for employees beyond providing basic sick days. Rowland adds that Employee Assistance Programs (EAPs) that offer such coverage have proliferated in recent years and generally they are quite affordable. Samantha Cianciolo, HR director for Miller’s Textiles, Wapakoneta, OH, adds that offering an EAP with mental health coverage demonstrates “emotional intelligence” (EI) to staff. The idea of EI means that supervisors perceive and manage their own emotions, while recognizing the emotions of hourly staff.
- Recognizing employee excellence is a way to encourage employee engagement and a positive work ethic. Cianciolo says these efforts can enhance an employee’s view of a company. “These things absolutely add value to employees and their perception of their employer,” she said. She cautions that some employees may prefer public awards programs, while others want to hear praise from a supervisor privately.
- Investing in employees through training is another way that companies can show that they appreciate staff. These efforts can deliver a win-win for employers by upgrading staff skills, while at the same time boosting morale. “Training programs make a difference,” Hutter said. “Employees want to feel valued, and nothing demonstrates that more than investing in employees’ personal development.” She cites TRSA’s LevelUp training program as a way to give managers the skills they need to advance in the business.” Click here for details on the LevelUp Supervisor Skills Training initiative.
Finally, in recent years, most linen, uniform and facility services companies have hiked pay to encourage staff recruitment/retention. But Kortney Overzet, vice president of people development and culture for Spindle, Woodbridge, IL, cautions the money isn’t enough. “Money doesn’t solve all problems,” she said. “You can offer higher pay, but as soon as the company down the street increases pay again, you are right back where you started. People are looking for more than just a paycheck. They are looking for a company that sees them as more than a number, that appreciates the hard work they put in every day, that understands that they have a life outside of work and that wants to see them succeed.” Click here to access a PDF file of the full article in July’s Textile Services. Click here for additional TRSA resources on staff recruitment/retention issues.