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Loyalty is a Two-Way Street

“Loyalty is a two-way street. If I ‘m asking for it from you, then you’re getting it from me”-  Harvey Specter

In today’s fast moving market employee and employer loyalty is more important than ever. Are you taking the necessary steps to attract and retain the best talent available? As employers we all face similar challenges with the workforce today. Candidates are lacking the basic life skills to compete in this ever-changing job market.

Candidates seem unaware of how to  dress for an interview, complete a math test on our application, or create a resume. Some  lack job stability, basic communication skills, or the necessary transportation to remain reliable. We are now finding candidates no longer providing proper notice to their current employer.  In this market they can quickly move from one position to another.

When we do find the right person to invest in and train, we expect them to be loyal.  Ask yourself, are we in turn loyal to them?

What do we owe a new employee other than what was promised during the interview?  Maybe, if we established a scorecard during that interview, we could both work jointly to have the new hire grow as an employee while we grow as a desired employer.  This can be a two-way street and that is good for both parties. This environment, not often found in today’s hectic workplaces, would cement the bond between us and our new employee.

As we know, opportunity is plentiful, so it is very important we are doing the very best we can to attract and retain talent.  What is a fair salary or hourly wage for the position?   WFA Staffing Group specializes in staffing and executive placement services by providing entry level through executive recruiting services.  Part of our job is to be a good sounding board for our employer clients.  We have a good feel for what the hot buttons of job seekers are today.

For general production opportunities we have found the days of paying $10 per hour seem to be winding down. With the current demand to fill open positions it is a job-seekers market. Offering a fair wage based on shift, skill level, distance the candidate is required to travel, and the position itself will not only attract the best talent available but it will keep them from searching elsewhere once they have accepted the opportunity to join your team.

Remember the hype that has accompanied the news about FoxConn.  That has penetrated both employers thinking as well as prospective employee thinking.  There will continue to be churn in the marketplace, deserved or not, simply because there is about to be a FoxConn next door.

Most employees are truly seeking an opportunity to learn and expand their knowledge and want to work for an organization that will offer long term training for personal and professional growth.

We know this doesn’t apply to all employees. We try to ferret out those before even exposing you to them.  That is an advantage we may have due to  experience we’ve gained over the years.

Successful employers offer job stability, long term professional training, and strong benefit and retirement packages.

Where that might have been a bit unusual in prior years, it is true in the vast majority of companies today.  The largest percentage of employees today, other than for day job/temp employees, are thinking about the longer term.   Including them in long term goals to make them feel a part of the bigger picture can be a good investment made at very low cost.  Periodically taking a careful look at where you are so far as employee relationships can pay big dividends.  That is especially true in today’s world with industry having major growth pains that will only be added to by the FoxConns in the arena.  Are you doing all you can to hold on to your good employees? We’ll be happy to help you in that process.


Roberta Murphy
Roberta Murphy, Vice-President