Amidst evolving trends in the workplace and an increasingly competitive job market, Central Minnesota employers are focusing on effective strategies to attract and retain top talent. In a recent discussion on AM 1240 WJON, Gail Cruikshank, Talent Director at the Greater St. Cloud Development Corporation, shared insights and forward-looking strategies for recruitment and employee retention aimed at the year 2025.
Cruikshank outlined ten key recommendations designed to enhance workforce engagement and loyalty. A fundamental aspect involves fostering a workplace culture that prioritises employee input. She emphasised the importance of creating opportunities for employees to voice their opinions and suggestions, stating that decisions should not be made in isolation from the workforce. This approach can help cultivate a sense of belonging and shared purpose.
Transparency within an organisation also plays a crucial role in building employee loyalty. Sharing the company's vision, as well as performance results, including both successes and challenges, encourages collaboration and innovation. By involving employees in discussions about company objectives and outcomes, businesses can enhance engagement and collective ownership of goals.
In catering to the diverse needs of employees, Cruikshank highlighted the necessity of offering a range of benefit options. She suggested that employers should actively seek feedback on what benefits employees value most, including essential areas such as mental health support for workers and their families.
Childcare support emerged as another vital consideration. Companies are encouraged to provide resources to assist employees with childcare, including in-house solutions, flexible scheduling, and financial assistance, to alleviate some of the burdens faced by working parents.
Promoting workplace diversity is a significant theme, as Cruikshank noted that businesses should reflect their customer base. Employing individuals from varied backgrounds, including international and immigrant candidates, can improve communication and customer relations while also enhancing the overall workplace environment.
The integration of artificial intelligence in workplace policies is increasingly relevant, according to a growing awareness in HR circles. With 40% of HR professionals reporting a lack of AI policies, Cruikshank stated that companies should not only adopt AI tools to boost efficiency but also establish guidelines to mitigate potential risks associated with their use.
Addressing the phenomenon of side hustles, Cruikshank pointed out the correlation between dual employment and workplace performance. With 41% of employees engaging in side jobs during company hours, and many citing financial necessity as a reason, businesses must consider developing clear codes of conduct to manage these practices and maintain productivity.
Moreover, ensuring each employee has a clear growth and succession plan is critical. Cruikshank advised that all employees should be entitled to a defined trajectory within the company, enabling strategic planning for promotions, retirements, or shifts in workforce capacity.
Engagement with the future workforce is also paramount. Cruikshank encouraged employers to collaborate with educational institutions to provide mentorship, job shadowing opportunities, and participation in advisory roles, helping to align training with the skills needed in tomorrow's job market.
Finally, the Greater St. Cloud Development Corporation is all set to acknowledge exemplary employers with the 'Employer of Choice Designation' as part of its Innovation Awards planned for Fall 2025.
For further information about these initiatives and resources available for employers, the Greater St. Cloud Development Corporation’s website offers detailed insights and guidance aimed at supporting businesses in the region as they navigate the changing landscape of employment.
Source: Noah Wire Services