Publication date: 13.05.2024
active and purposeful military lawyer with more than 4 years of experience
We work with personnel: how to reduce the impact of personnel shortage on the company
The shortage of personnel in Ukraine began quite a long time ago - after obtaining a visa-free visa from the EU, and the reasons are clear - it is Ukraine's lack of competitiveness in the labor market. The war became another powerful catalyst of this process. Thus, according to the Ministry of Foreign Affairs of Ukraine, as of June 21, 2023, 8 million 177,000 Ukrainians were abroad.
Why is a shortage of personnel dangerous for business - it can cause an increase in the cost of hiring employees, affect the instability of business processes and, in general, make it difficult to achieve the company's goals. Instead, retaining an employee can increase the company's profit several times.
Hold or let go?
After the start of the full-scale war, only a small number of employees from our company went abroad. Perhaps due to the fact that a month after the military invasion we started working again, and the return was quite sudden.
However, migrating today, people do it consciously, studying the conditions for possible development or training in certain countries. And here it is difficult to give them a better education than abroad, or the same level of medicine or security. So, in some cases, issues of salary or non-material motivation will not affect the employee's decision, and it will be better to let him go.
However, the implementation of properly selected methods of motivating employees can significantly reduce the turnover rate in companies, as well as reduce the overall level of shortage of qualified personnel.
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How a company can close the needs of an employee
Today, companies need to be flexible and think about new ways of working with a team. If you understand the basic needs of the staff, then it will not be difficult to close them. To do this, you need to communicate with employees, conduct surveys and consultations.
There are several key ways in which a company can meet the needs of employees.
Opening up opportunities One of the main reasons people move abroad is the future they see more clearly there. It is necessary to work on guaranteeing employees a perspective in Ukraine, as well as improving working conditions in order to compete with neighboring countries:
• accommodation;
• Medical Insurance;
• salary.
So, according to the Officevibe portal, 32% of workers in the world do not believe that they are fairly paid for their work.
In our company, we use methods of monetary motivation, in some specialties we have to monitor rates and make quick decisions regarding their changes, non-monetary motivation.
We managed not only to maintain a competitive level of wages, but also to implement a system of motivation for hotel employees depending on the length of service in the company. These are certain monthly surcharges that change depending on the length of time a person works in the network.
For example, among office workers, the average period of work at the company is 1.5 years. This number could be much higher, but due to the expansion of the staff due to the rapid pace of development of the company, we are observing this indicator. The head of one of the departments has been working in the company for 7 years and 2 months, and the average term of work of department managers is 3.5 years.
For hotels, this figure is more difficult to calculate, given the different start-up period, but in some properties it reaches 3.6 years.
Discussion
In times of uncertainty, it's important for managers to give moral support to the team by letting them know that what they're working on continues to be important.
According to data from Officevibe, 72% of employees at companies around the world believe that their manager could set clearer goals.So team members need to understand what they work for every day and how you measure their success.
In addition, according to Officevibe statistics, 56% of employees believe that they have no opportunity for career growth.
Therefore, it is equally important to discuss the future of each employee within the company. This will inspire employees to work and contribute to the emergence of new ideas.
We talk openly with employees about their career opportunities. Examples include maids and administrators working their way up to hotel managers.
Provision of professional development
According to statistics presented on the zoomshift.com resource, only 34% of managers invest in employee development. Therefore, providing staff with opportunities for professional growth is very important. And if the employee's adaptation includes e-learning, the retention rate increases to 60%. This is noted on the LegalJobs website.
For example, our company has a department for employee training and evaluation. We organize internal training for staff, implement weekly micro-learning, pay for additional courses and provide opportunities to attend professional events that promote professional development. This helps employees feel supported by the company and develop.
Flexibility
Since the beginning of the war, one of the additional methods of motivating employees has been the introduction of flexible work schedules. Yes, it is worth considering that on restless nights due to shelling, workers may be less productive. Therefore, our company sometimes shifts working hours a bit or practices a hybrid work format.
Spending time outside of work
According to Officevibe, 34% of workers in the world do not think that they have enough communication with colleagues.
Informal meetings outside of business hours can be a valuable tool for any company.
For example, sometimes after the working week we can gather in a cafe to relax and socialize. Such meetings contribute to the improvement of team spirit and the development of corporate culture.
We also organize mini-corporations dedicated to the launch of new hotels or larger events on the occasion of holidays.Employees also hold informal meetings within departments after the end of the working day or on weekends.
In addition to corporate holidays, before the full-scale war, we went to concerts together, organized kayaking trips, etc. During the quarantine, we met online for morning yoga classes or evening tea parties.
Summarizing: how to find employees?
In addition to the above-mentioned methods of improving working conditions, companies should also prepare in some way to attract employees. Yes, it is possible to stimulate migration from other regions. For example, we also attract professionals from other regions of Ukraine, where the personnel potential is more available and the offer is smaller.
Partnerships with universities can be developed to attract young, talented students to work. Companies can create specialized internship and internship programs for students.
Equally important in this mission is the development of the employer brand. The company's positive reputational background, flexible working conditions, the possibility of career growth and high standards of working conditions can be strong arguments for potential employees.
Ukrainian companies should actively work on attracting and retaining qualified employees now, as well as develop internal reserves and implement innovative approaches to work with personnel. After all, a careful attitude to personnel policy and continuous development of employees is an investment in the future of the company.
