For companies, the best form of flattery (and that they are treating their people right) is for employees to sing their praises and tell the world about their employer.
With everyone so concerned about this "War for Talent", emphasis is put on scouring the world (and internet) for top talent. But so many companies are failing to tap into their own natural resources right at home. Employee referrals speak volumes (good and bad).
Some companies get it. They give back as much as their employees give to them. They take the time to honor and recognize their employees. Company outings, bonuses, family days, and other extra perks are in addition to the open door policies and caring management. I have found at these companies, retention is better and employees are actually excited about growth opportunities that come with the job. They freely recommend others to the company and brag on how great the company treats them. Who wouldn't want to work for a company like that? While I follow those "Best Company" lists each year, there are many companies that don't make the list that should. I know one woman who has been in several positions with her company and she refuses to leave. She will tell everyone in her personal network about every achievement or honor the company gets. She speaks very highly and proudly of her employer. That is the type of loyalty a company wants from their employees. But they have to set the right culture and condition for that loyalty. When you treat your employees right they will be your best advertisement.
There are companies that offer a lot of cash for employee referrals. Unfortunately the cash is the only motivating factor for employee referrals. I have heard employees rag on their companies (I won't mention names) but for that $1500 referral bonus, they'll refer all of their friends, neighbors, family, church congregation, momma's bridge club members, etc. I was once at a company where I would get tons of referrals from this one woman. It was outrageous. She referred 27 people to me in a 3 month period. One day, as grateful as I was for the referrals, I had to call her and ask about it. She said that job drained her so she figured she should get extra compensation for it. This was at an "Employer of Choice" company! Upon further investigation, I found a lot of people in different departments felt the same way. So while HR thought they had this killer employee referral program, it actually cost them more in the end because many of the "hires" would end up leaving before the year was up. If you are not treating your employees right, they will find a way to stick it to you.
If you are looking to beef up your staff, look internally first. Ask for the referrals. Ask your current employees to help identify top talent that they would feel comfortable recommending the company to. Have them come up with a top ten list of reasons to work at the company. Offer a reward for the best that make the final list. Of course cash is king so offer it. But also think of other non-monetary rewards you can offer if your budget is tight. Set up an Employee Appreciation Day complete with food and games. Offer time off...paid. Offer to pay for a certification or a conference that is applicable to the job. Acknowledge successful referral hires and the people who referred them in the company newsletter. The point is you want to keep bringing in loyal superstars, but you also need to show your appreciation. Treat your employees like gold and they will deliver to you ten fold. Treat them like garbage and they'll deliver to you in not so nice ways.
How's your Employee Referral Program?
Til next time.
Adrienne Graham Sphere: Related Content
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