The Art of the Workforce: Predictability

predictable-copy

 

Editor’s Note: We’ve commissioned artist Doug Shaw to explore the 16 Key Factors measured when it comes to compatibility between a candidate and employer and will be posting them along with his inspiration in this series.

Being predictable is sometimes seen as a bad thing. Everyone wants a little mystery, some excitement in their life. But, when it comes to the workplace, having an element of surprise isn’t always the best idea. Sometimes, it pays to be a little predictable. John Cameron, leadership author, states:

“People worry that they are going to lose their jobs, or have hours cut or their plant or office moved. If we can have work be as consistent and predictable as possible then they appreciate it more.”

 

Predictability can be as much a trait of companies as it can of an individual. For example, if your company displays predictability, that will likely attract a job seeker who finds that valuable, meaning they align with that trait. Candidates, of course, want to know what working with you will be like. If your company is predictable and wants to attract candidates with this trait, you may want to put those details in a job description, show your solid history (both in a consumer brand and as it impacts your employees) and proactively answer any questions they may have during other times of the hiring process. Candidates want to know what they are getting themselves into, if they fit the company culture, and they don’t want to be surprised by different or foreign tasks that they had no idea about.

TO DO: Make sure you set up a FAQs page about the application process and create automated emails that nurture the candidate through the process. Setting the stage for what candidates and employees can expect (and then following through) is a great indicator of predictability.

Tweet This: Set up a FAQs page for the application process & automated emails to help candidates through the process.

 

According to Glassdoor, 67% of employers believe retention rates would be higher if candidates had a clearer picture of what to expect about working at the company before taking the job. So why not add in those tidbits and keep as many employees as possible?

TO DO: Have you consistently been a leader in your community or industry? Do you have awards for the way you treat your employees? Do you have a stellar retention rate or employee testimonials? Make these a centerpiece of your career site and job advertisements to display to candidates what working at your company is like.

 

Likewise, employees want to have a sense of knowing what’s ahead and what is expected of them. One of the lead consequences of not allowing for some predictability is creating a stressful environment. Norwegian researcher, Lars Andersen, explains how this results in a lose-lose situation for both the company, and the employees. He goes on to name some of the main outcomes as poor efficiency, reduced problem-solving, and even a lack of insight by management.

TO DO: Video can work wonders in introducing your prospective employees to your current workforce, and it doesn’t have to be professionally produced to be effective. Consider creating a small video series around your most aligned employees to show your applicants what working with these people will be like.

Tweet This: One of the lead consequences of not allowing for some predictability is a stressful work environment.

 

Being predictable isn’t hard, but sadly some employers don’t understand that employees want a little stability in contrast to the crazy world we live in. How can you increase predictability in your company and work to provide a better look into your brand and culture? Here are some tips on creating a more predictable work environment:

  • Implement an Organizational Chart
  • Use Written Job Descriptions and Objectives
  • Define the Parameters of Authority
  • Keep Track of Daily Tasks
  • Review Performance
  • Keep regular hours and consistent PTO policies
Posted in Employers, Recruiting InsightsTAGS: , , ,