Think about a well-oiled machine. The unit can have all the oil in the world it needs to operate. However, if the mechanics and connections in the machine aren’t working, then the unit won’t operate accordingly. In comparison, high-volume roles in certain industries like retail, hospitality, and manufacturing are like the parts of that well-oiled machine that keeps it going. These positions are vital for operational efficiency in their prospective industries, and if they are left unfilled, this can prove dire for organizations.
We will explore examples of these unique positions and discuss strategies on how to retain top talent in high-volume roles. By focusing on retention, businesses can continue to operate their “machine” with these high-volume roles that are their very important parts.
What Are High-Volume Roles?
High-volume roles are positions where many hires are needed across multiple organizations and ones that experience higher turnover than other jobs. Most high-volume roles are not as specialized and do not require as many skills. Hence, they are usually entry-level positions, jobs with repetitive tasks, or seasonal positions based on fluctuating demand.
Examples of high-volume roles include:
- Cashiers
- Phlebotomists
- Home Health Aides
- Warehouse workers
- Host/Hostesses
- Fast food employees
- Housekeepers
- Front Desk Associates
- Assembly line workers
Here are the retention strategies for high-volume industries you need to maintain top talent in your high-performance roles.
Streamline Onboarding
Companies should prioritize making a first impression on candidates during recruitment. Hence, this means streamlining the onboarding process because this will set the tone for a candidate’s entire tenure with the company. The recruitment and human resources departments should profess clear job expectations to candidates. Instituting proper on-the-job training and mentoring from veteran employees will help new hires to assimilate into their roles. Making candidates feel like part of the team while being supportive through the onboarding process will reduce the likelihood of turnover early in their tenure with the company.
Streamline onboarding by:
- Instituting digital new hire paperwork instead of having them fill out paper ones.
- Have learning management systems (LMS) with a centralized location of video training modules and other training materials.
- Onboarding software to keep track of all onboarding steps in one platform.
Offer Competitive Compensation and Benefits
Conducting high-volume recruitment could cause a dip in candidate quality if not done in a streamlined manner. Hence, offering competitive compensation and benefits is one of the top strategies for maintaining top talent in high-volume roles. Individuals in high-performing roles conduct many tasks for a high work output and/or serving a mass amount of clients. Whether or not these high-volume employees must meet a quota in their position, they should be compensated for what they are worth as a contributing member of the organization.
Look at the industry average of compensation for your high-volume roles and compare it to your current pay for these individuals. For example, the average pay for Home Health Aides in the United States is $33,380 annually, according to the Bureau of Labor and Statistics. Some states and specific industries pay higher for Home Health Aides. This trend is also true for all jobs throughout the nation. Hence, if your state pays higher than the national average, you may want to align compensation for your high-volume roles to the state average pay rather than the national average.
Foster Career Development Opportunities
Improve retention in high-turnover roles by instituting career development opportunities. Candidates in high-volume roles will eventually want to excel in their careers by being promoted into more specialized positions.
Providing mentoring, training programs, and internal promotions can enhance employee loyalty and morale which will directly contribute to higher candidate retention rates. If candidates see that a company cares about their career development endeavors, they will be willing to stay with the organization longer.
Create a Positive Work Culture
Creating a collaborative and inclusive work culture where everyone is involved in some way within the company helps people in high-volume roles to feel that their contributions matter. Recognizing achievements, providing regular feedback even in between performance reviews, and keeping communication channels open are some of the many ways to instill a positive work culture. Candidates that feel their contributions are valued will feel less desiring to leave their current company to seek better opportunities.
Utilize Technology for Efficient Communication
Advanced technologies are helping employees and their higher-ups to maintain efficient communications during the employee lifecycle. Integrating team collaboration tools, an employee app, and one-on-one virtual check-ins can keep up the communication channels for employees to feel engaged and valued in their roles.
The virtual check-ins are more effective for companies working fully remote. However, conducting in-person check-ins within businesses like doctor’s offices and retail stores are more effective for communicating with employees.
Focus on Work-Life Balance
High-volume roles usually lead to employee burnout and resentment, so it’s best to institute a work-life balance for individuals in these positions. Offer flexible work hours and paid-time off to encourage a steady work-life balance for your high-volume employees. Achieving this balance between work responsibilities and commitments outside of the job can help employees feel less stressed and more willing to stick with the role in their current company.
Implement Recognition Programs
Employee recognition on any scale can help make workers feel valued and appreciated for their contributions to the organization. Whether you decide to integrate a formal rewards program, give a shoutout during a company meeting, or write a press release about an employee’s achievements, taking the time to help employees feel valued will increase candidate retention rates.
A formal recognition program could involve giving a cash bonus to employees that meet specific quotas. For example, a Pharmaceutical Technician at an animal pharmaceuticals company who makes more than their required quota of batches within a month may be rewarded a cash bonus.
Provide Stability and Job Security
In the overarching scheme of everything, the best strategy to retain top talent in high-volume roles is to provide stability and job security. Offering performance-based incentives, longer-term work contracts (if applicable to the position), and showing commitment to employee welfare via career development opportunities are all strategies for enhancing job security. This strategic approach keeps candidate retention rates high and turnover lower.
