Why is Domestic and Family Violence a Workplace issue?

Did you know that in Australia, one in four women and one in thirteen men have experienced violence from a current or former partner? Yet only one in ten will report their situation.

When it comes to domestic and family violence (DFV), many people feel powerless to talk to others about what’s going on at home, remaining silent to friends, family and co-workers.

These days, the reality is that many of us spend more time with our co-workers than with family and friends. These are the people who see us day in, day out, five days a week. So, it’s often our managers or workmates who will notice the first warning signs of DFV or get a sense that something is not quite right.

According to the Australian Human Rights Commission, DFV is the leading contributor to death, illness and disability to women aged 15 to 44 years. There has to be a shift in our communities, and workplaces are instrumental sites for positive change. By having the appropriate training and policies in place you could change someone who is affected by DFV’s experience of support, or even, save their life.

This is why we need to make workplaces safe environments, where conversations about DFV can take place, without creating further stigma, shame and fear. The first step for employers is to implement effective DFV specific training and policy. This demonstrates your organisation’s commitment to addressing the issue.

How does Domestic and Family Violence impact the Workplace?

While the impacts of DFV on individuals and families are generally clear, often we don’t think about the flow-on effect this has on a workplace.

Low performance, high staff turnover and absenteeism are all direct and measurable impacts of DFV. What happens at work often impacts our home life and what happens at home affects our work life. Australia’s CEO Challenge (ACEOC) tells us that productivity losses due to domestic and family violence costs Australian businesses $1.9 billon annually through absenteeism, decreased performance and permanent loss of labor capacity.

Challenge DV explains that on top of this, one in five women say that the abuse continues at work, through abusive emails, phone calls and the person using violence turning up at their workplace.

What can you do to address DFV in your workplace?

Would you be able to recognise the signs of DFV? Would you know how to respond to the situation and provide support for your team member or co-worker? If you’re an employer or manager, you need to know what steps to take if you suspect that a staff member is being affected by DFV.

Challenge DV is an organisation that aims to help break the silence surrounding DFV, working with workplaces to educate, raise awareness and provide strategies to support anyone who may be affected by violent, abusive or controlling behaviors.

Challenge DV believes that workplaces can play a crucial role by recognising, responding and referring those affected by DFV. It’s likely that someone in your workplace could be living with or potentially using abusive behaviors and not getting support.

A few of the warning signs of someone experiencing abusive behaviour can include:

Staying at work longer, from fear of going home

Responding to Domestic and Family Violence in the Workplace

Employees are often hesitant to ‘get involved’ in difficult discussions or situations regarding their co-workers. Particularly if they feel unsure of whether or not they’re intruding on a colleague’s private life.
But if you respond effectively to the signs of DFV, you could make a real difference in someone’s life. Knowing how to respond is the next step to providing safe and appropriate support.

Here’s some advice from Challenge DV including specific responses you can use to someone who is confiding in you:

Listen carefully and believe what you are being told.

Pause and allow silence any time during this exchange.

Respond using empathy and reinforce support is available.

Return to these empathy responses any time during the exchange.

“You must feel really worried about the situation.”

“Are you confused about the next steps?”

Refer those affected to Domestic and Family Violence in the Workplace

EAP – Employee assistance program is equipped to handle DFV matters.

Training for Employers and Managers on Domestic and Family Violence

The online learning component provides Challenge DV's framework of recognise, respond and refer, which is endorsed by the Queensland Government.

The training package also includes customised face to face training aimed at HR managers and leaders, including annual refresher training workshops. This package will also help you develop and review your workplace DFV policy, as well as resourcing your HR and leadership teams, including a partnership with a local DFV specialist services.

Hopefully this information has made you feel more confident and committed to implementing organisational training and you consider developing a policy that will support employees who are affected by DFV.

Note: Freecall 1800 RESPECT (1800 737 732) is a 24-hour counselling line available to all Australians who have experienced, or are at risk of, DFV.

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Responding to domestic violence in the workplace - Go1

How managers can respond to domestic and family violence in the workplace

Did you know you can use eLearning platforms to help manage your recruitment drives?

You might not immediately think of eLearning as the best tool to use when organising a recruitment drive. After all, Learning Management Systems are primarily used for employee training and development, rather than recruiting.

However, if you’re already using an LMS for online training, it’s worth knowing that you can also use it to vet potential candidates, making your recruitment process much simpler and faster.

Recruiting for multiple positions at the same time can be tricky, taking up a considerable amount of time and energy from your HR team. Any tool that can make the talent acquisition process easier and more effective is well worth the investment!

Here are some tips on using your LMS or eLearning platform to run a successful recruitment drive.

Using eLearning Platforms for Recruitment

Traditionally, learning platforms are used to carry out online training, allowing you to develop the employees already working for your organisation. They are also often used as part of the onboarding process, bringing new hires up-to-speed with company processes and policies.

Employers generally have a good idea of what they’re looking for in a new hire, with certain skills, experience and criteria outlined in the position description. In a recruitment drive, your HR team will be evaluating large numbers of candidates simultaneously.

By having applicants answer questions within the LMS, you can very quickly and easily see which candidates have the skills and expertise needed for the job. This gives you a valuable opportunity to consider employee performance before an individual even comes on board. After all, a good eLearning platform can help you track and monitor completion rates, engagement, and overall performance.

You can even have some fun by incorporating gaming into the process, as suggested by eLearning expert, Christopher Pappas.

“Games might not spring to mind when discussing talent acquisition strategies, but beyond being fun and interactive, they are also great evaluation tools for job candidates,” says Pappas. “They allow you to test the waters and identify individuals who are just right for your team.”

Using an LMS During the Interview Process

Learning technology tools can also be used very effectively throughout the interview process.

Pappas explains how you can use your LMS and online training simulations to pre-assess candidates and find the top talent.

“Training simulations mimic real-world environments and challenges. This makes them the ideal recruitment tool, as you can test practical knowledge and experience,” he says.

In this way, simulations can reveal how much a potential candidate knows about the tools of the trade. This is really useful in finding out whether someone possesses the relevant skills, for example in certain software or machinery. Hiring a new employee based solely on qualification is a waste of time if you then find out they can’t use the tools on the job.

It’s not just helpful for evaluating technical skills. Use your LMS to have candidates answer and submit questions through the digital platform. You can create different branching scenarios to test soft skills, such as communication, decision-making, or even compliance.

Using eLearning for Onboarding and Training

Once you’ve decided on the best candidate, you can also use your eLearning platform for effective onboarding.

Mathew Paine, director of HR for Sydney’s International Convention Centre, oversaw one of the company’s largest recruitment drives, scaling up by more than 300 fulltime and 1,500 casual staff.

Paine tells how the ICC embraced technology to help manage such a huge recruitment drive.

“Technology is also used to help manage the interview process. Candidates are asked three questions through a digital platform and have to record answers on their smartphones or tablets."

“We get to meet those candidates virtually whilst we review those answers. That will save us almost 1,500 hours of interview time,” Paine says.

Candidates are also given access to an onboarding portal, with the induction process and orientation starting from the moment a candidate accepts a role. eLearning continues to play a key role in employee training for the ICC, combined with on-the-job training, classroom-based learning, and seminars.

As you can see, learning how to use your LMS or eLearning platform for more than just training is well worth the effort. Next time you’re organising a big recruitment drive, see how you can incorporate eLearning tools into the interview, assessment and onboarding phases of your hiring process.

Using eLearning to manage recruitment drives

Signing on the dotted line of an employment contract is always a thrill, signifying the start of an exciting new chapter in your career. These days, most companies ask new employees to sign an employment contract before coming on board. Employment contracts are standard practice across industries, regardless of whether an employee is full-time, part-time, or casual. Most likely, you signed one for your current job.

Accordingly, employment contracts are essential for both staff and employers, legally establishing your working relationship and setting out important frameworks, expectations, and policies.

These contracts provide employees and employers with a legally binding agreement that establishes their working relationship, including what is expected from each party and the rights, responsibilities, and obligations of all stakeholders. 

For workers, employment contracts protect your job security, income, leave entitlements, and other basic rights. On the other hand, they also protect employers from certain risks, such as breaches of confidentiality or underperforming employees. 

So, if you’ve ever wondered why employment contracts are vital to your business or your rights as an employee, we’ve got all the information you need right here. Here are five reasons why employment contracts are a must-have for any business.

One of the first things a good employment contract should do is clearly define an employee's position, responsibilities, and duties. 

For employees, role clarity is vital. It helps to have a document that contains information about your job description, duties, salary, and benefits. There’s nothing worse than starting a new role and not being clear on the tasks and duties involved. You're left stabbing in the dark, unsure on the workload you're expected to take on. Thus, your job description should be clearly established by your employer, through your contract, before the onboarding process.

While this might sound fairly basic, many businesses fall at this hurdle. According to Effectory, just 53% of employees experience high role clarity, leaving 47% of workers with poor role clarity. That's not all, as Effectory also finds that employees with high role clarity are 53% more efficient, 27% more effective, and enjoy a 24% increase in overall performance. If that wasn't enough, 75% of employees with high role clarity are more passionate about their jobs, reporting higher job satisfaction than those without role clarity. 

As such, role clarity is in everyone's best interests, and it starts with having a well-defined job description in your employment contract. Having a contract that explains the standards expected of each employee is a great way to get the best out of everyone. When all parties know what is expected of employee performance, there is no room for confusion. Plus, if an employee is consistently underperforming and not meeting the expectations outlined in their contract, their employer will have grounds to take further action.

Employment contracts typically also give the leeway to add or subtract benefits, such as bonuses, according to the employee’s performance.

An employment contract should also outline the terms of employment. That is, exactly how long an employee is contracted for or when their contract will be reviewed or re-evaluated. For example, is it a fixed-term contract with a clear start and end date? Will an employee have to pass a certain probationary period? Is there an expectation that an employee will be eligible for a raise or promotion after a certain amount of time? All of these questions should be answered in your contract. 

Having this information in the employment contract guarantees job security for employees, as long as they do not violate the terms of their contract. When staff feel secure about the terms of their role, they are likely to have higher levels of performance and engagement.

Unfortunately, job insecurity remains a significant issue in many places. According to a recent survey, 88% of Australians think job security is a big problem. Likewise, the ADP finds that just 20% of workers feel their jobs are secure. These are concerning numbers, leaving a lot to be desired for the state of job security in many businesses. 

Employment contracts should also specify exactly what actions can result in termination. Including this information ensures that employees know which activities are mandatory to their role and which actions or behaviours are against company policy and will result in dismissal.

Additionally, an employment contract should define pay rates and income. It should also state how often an employee will be paid (i.e. weekly, fortnightly, or monthly). 

Containing all this information in one document shows an agreement between both parties on salary, leaving no room for miscommunication. Workplace disagreements often centre around money, so employment contracts minimise this risk.

Within an employment contract, you can set your employees' annual income as well as their working hours and any relevant bonuses.

It’s also essential to include information about staff leave entitlements in your employment contracts. 

Throughout their employment, staff will need to take different forms of leave, such as annual holidays, sick days, or maternity or bereavement leave. Having this information explained in a contract means that the procedure for taking leave is consistent and legal for all staff.

This way, employees can refer directly to their employment contract for guidance how to take leave. The contract should also clearly define any payments staff receive when they take days off work, for whatever reason.

Despite this, taking leave is still seen as taboo in some companies; a sign that you're not fully committed to your work. While this attitude is becoming less and less common (particularly in the wake of COVID), a recent study by Attendance Bot uncovered some startling statistics: 85% of employees admit they've sgone to work when they're sick rather than taking sick leave. Alarmingly, 4% say they didn't take leave because their manager would frown upon them not coming in even if they're sick. While this number is trending downwards in the right direction, it should be 0%. 

These statistics underscore the importance of having clearly defined leave policies within your employment contracts, while also fostering a culture where employees feel psychologically safe to take their entitled leave. 

Confidentiality is primarily in the best interest of employers.

Many positions give employees access to confidential company information and data. If this information was leaked or fell into the wrong hands, it could have negative ramifications. As such, it’s standard practice to include a confidentiality clause in each worker’s contract to protect your business.

With a confidentiality clause in place, employees can't divulge sensitive or confidential information. Confidentiality clauses typically prevent information from being released to the media or public, shared on social media, or used for any other purposes. If an employee breaches their contract and leaks confidential information, their employer can take legal action against them.

Employment contracts also often include a ‘non-compete clause’, which prevents employees from working for any competitors for a certain period (perhaps two or three years) after the employment ends.

As you can see, employment contracts are essential in the workplace, protecting both employers and employees. Next time you’re asked to sign an employment contract, take the time to read it thoroughly and make sure it reflects your understanding of the position, salary, and benefits. For employers, ensure you’re protecting your workers and your business with clear, well-defined contracts!

For more insights, be sure to subscribe to the Go1 newsletter to stay on top of all the latest L&D trends. Or, you can book a demo today to find out how Go1 can help with your team’s learning needs.

If you’ve ever wondered just how important employment contracts are for your business, or for your rights as an employee, we’ve got all the information you need right here.

Why employment contracts are important for your business

Dealing with employee morale issues is tricky because there are many different underlying causes. Fortunately, you can rely on a variety of online training courses that will not only help you understand the reasons but also give you insight into how you can give your team a much-needed boost.

According to top career and human resource experts, there are 11 primary reasons for a reduction in employee morale. If you want to grow your business, you need a team of dedicated employees. For that, you need to make appropriate changes that improve overall drive and attitude.

Unused Potential – From an employee’s perspective, not working to full potential is frustrating and in fact, somewhat demeaning. If you have talent, use it but in the best way. Although this should start at the hiring phase, it is never too late to evaluate your in-house skill to determine if you have people in the right positions or performing the right tasks. Identify the potential of your employees and put it to good use.

Unfair Treatment – If you ask your employees what they want, the majority will say respect. Anytime managers or supervisors treat their team inappropriately, you can expect to see a decline in morale. Keep in mind that in addition to affecting the targeted employees, unfair treatment impacts others who become aware of the situation or see what is going on in the workplace.

Poor Communication – For any company to succeed, regardless of its size or the industry, excellent communication is critical, both oral and written. When someone lacks in communication skills, it leads to frustration and mistakes. The good news is that there are many online training courses available for this specific issue. In response to improved communication, employee morale improves.

 Unreasonable Workload – While you expect your employees to work hard, if they carry too much of a load, they become irritated and unfocused. Make sure you use your employees in the most efficient way possible. Although this is important in any scenario, it is most vital if you recently downsized.

Lack of Recognition – When it comes to boosting employee morale, nothing works better than handing out kudos. Recognizing hard work, excellent results, and even a positive attitude will go a long way in improving morale and creating a positive work environment. After all, recognition will give your employees a sense of pride and accomplishment in their work, motivating them to do more and perform better.

Undefined Expectations – When going through interviews with job candidates, you should lay out clear and realistic expectations. For your current employees, this is the perfect time to incorporate lessons you learned through online training courses to ensure that everyone knows exactly what you expect. With clear guidance, you will find your team performs at a higher level while maintaining an excellent attitude.

Poorly Defined Development Plan – Most people searching for work look at companies that offer an opportunity for growth. Otherwise, they would become stagnant in their jobs, causing an issue with morale and production. You need to have a plan in place so that everyone understands what it takes to move forward. That way, your team remains dedicated to you and your company, as opposed to going somewhere else.

Fluctuating Goals – Although there is nothing wrong with modifying goals to some degree, your employees need consistency so they have a clear target. By all means, make changes to outdated company goals but avoid constant fluctuations.

Empowerment and Trust – The reason you have hiring methods in place is to ensure you bring in the right talent for your business. Even with skilled and loyal employees, some companies micromanage their teams and have a lack of trust that they will complete the work on time and within scope. With the right online training courses, you will learn how to delegate without feeling the need to check on your team’s work activities continually.

High Turnover – Remember number two about unfair treatment? People within your company pay close attention to what is going on. If they notice a high turnover rate, whether justified or not, they will begin to question their value and security. As a result, employee morale decreases.

Salary – Obviously, salary should coordinate with the job title and responsibilities. You want to establish a fair pay scale, one that fits the company budget but also rewards your team for their contributions. If you cannot pay your employees at the top of the scale for their respective roles, consider creating some type of bonus program.

Based on these 11 causes of poor employee morale, you can select training courses to overcome the various challenges they present. Whether an owner or manager, you have the chance to become more efficient and effective in your role, which has a trickle-down effect on your employees. Using the vast amount of knowledge that you gain online, you can make changes within your organization that improve morale dramatically.

Although it takes many things to succeed in business, boosting employee morale is one of the most critical. With the right online training courses, you'll learn from experts’ proven methods for accomplishing that goal. After implementing new strategies, you will notice quickly that your employees enjoy coming to work.

A happy staff equates to higher production, satisfied customers, and more generated revenue. Your team is a vital part of your business, use training courses to learn how to make them feel more appreciated and respected.

How online education helps boost employee morale

Hiring a new employee is not an easy job, especially nowadays when there is such a wide market of choice and so many people with good qualifications. There are many factors to look at – some even beyond the skills that are required for the job.

This is why many hiring managers or employers make many mistakes in their hiring process. These mistakes could seriously harm their business or even their reputation in some cases. This is why they have to be recognized and dealt with the right away.

Take a look at our list of some of the most common mistakes employers make upon recruiting:

Employers often have a clear image of who their ideal candidate is and they tailor the job description to exclude anyone with slightly different skills or qualities. This may not seem like a mistake right away but it can be if the search is too narrow or offensive. You should never look for new employees based on their race, gender or anything else that might discriminate.

People are different and that doesn't mean that they are not fit for the job. In fact, the most skilled people are usually the ones that companies ignore.

First impressions go a long way, that much is true. However, first impressions can be rehearsed. A firm handshake and good eye contact are all a matter of practice that people often use to make themselves appear more confident. Even the tone of their voice can change in these situations.

StateOfWriting and Academ Advisor are tools that can assist you in formatting. Formatting is famous for giving any written piece more clarity and you should consider it.

UK Writings can help you with editing – it can remove a lot of unnecessary detail and leave you with a concise and understandable description.

Via Writing can offer you writing guides on creating good job descriptions. It provides great directions that will help you make no mistakes.

Boom Essays and Essay Roo are good at assisting with proofreading. They can point out some of the most common mistakes and give you guidance for removing them.

My Writing Way is a grammar checker that can clear your job description of any mistakes.

Paper Fellows, praised by Revieweal, is a great tool if you need some help writing catchy titles.

Freddie Tubbs is an HR consultant at Bigassignments. He is running Oxessays blog and is a regular expert contributor at The Vault and Australian help blog.

7 mistakes employers make when hiring new people

No one likes working in a tense, hostile environment. When conflict arises between employees, it doesn’t just impact the staff members involved, but has a negative effect on the whole team and organisation.

That’s why it’s so important for managers to know how to deal with employee conflict – quickly, effectively, and appropriately.

When you think about it, we spend a considerable amount of time with work colleagues. And just like any family unit or friendship circle, things can’t always be expected to run smoothly.

A certain amount of tension in the workplace can be considered normal. It can even lead to the generation of new ideas or ways of doing things. However, things become much more serious if a workplace disagreement or discussion turns into ongoing conflict between two or more staff. Like any conflict, if allowed to fester, it will soon turn the workplace into a toxic environment.

If left unchecked, inter-office politics can result in bullying, harassment, and a negative work culture. It can also lead to poor team performance, low productivity, absenteeism, and high staff turnover – all of which will affect your company’s reputation and bottom line.

Whatever the reason behind the conflict, its best to deal with it sooner, rather than later, before it impacts further on your team and their performance.

Keeping calm in an environment of conflict

When there’s conflict going on in the workplace, whether it’s the office, sales floor, call centre or job site, it’s vital that managers keep calm and lead by example.

When faced with employee conflict, you’ll need to demonstrate more composure and leadership than ever before, helping staff to stay engaged, focused and motivated while you deal with the issue.

Ingrid Fredeen, specialist in ethics and legal compliance training, says it’s important that managers show a commitment to a healthy corporate culture, fostering an environment of ethics and respect in the workplace.

“Managers should feel empowered to remind staff that conversations can quickly turn offensive – and the danger of damage to working relationships and team morale.”

“Remind employees about key policies, including your harassment, workplace violence and business conduct policies. Explain that the organization’s goal is to provide all employees with a dignified and respectful workplace,” Fredeen advises.

If a discussion turns heated and offensive in the workplace, managers need to take quick action to put an end to conversation.

Taking action and confronting issues head on is part of good leadership. Fredeen recommends taking the following steps to address the behaviour professionally:

Avoid attacking the employees personally or taking sides

Focus on behaviour rather than opinion, instead of pointing out offensive or inappropriate conduct

Be clear that employees (who work for private employers) do not have an absolute right to express personal opinions at work

Help the employee understand the consequences for repeat conduct.

The more that you practice taking action on conflict resolution, the easier it will be over time.

Online training is also a great way to help managers continually remind staff of policies and regulations, letting all employees know exactly what behaviour is expected of them in the workplace.

What can you do when a particular employee keeps stirring conflict in the workplace?

As a manager or employer, it’s inevitable that at some point you’ll find yourself faced with an employee who is difficult to deal with or seems to have trouble working with others.

Sometimes these team members don’t even mean to be challenging or difficult – they may be experiencing low mental health or have other external factors influencing their behaviour. But you will also come up against individuals who are aware that their actions are negative or obstructive for the team.

When an individual team member is displaying challenging behaviour at work, it’s a good idea to try and understand some of the underlying issues that may lead to their behaviour. You can then find the right strategy to support you in in dealing with that employee’s behaviour in the workplace.

Glen Llopis, author of The Innovation Mentality, presents an interesting view of conflict resolution.

“When dealing with conflict resolution through a lens of opportunity, conflict can be a healthy enabler of growth for your business –and professional growth for all of the people involved,” he says.

Llopis believes that we don’t really get to know someone (or ourself) until we experience a little tension with them. In that way, conflict resolution can be seen as an important part of forming authentic relationships with our employees and ourselves as leaders.

If you’re interested in learning more about conflict resolution in the workplace, there are many online courses and resources available, such as these modules on how to handle difficult conversations and developing a respectful workplace.

When bringing new employees on board, you’ll no doubt want them to settle into their new roles as quickly and easily as possible. There’s nothing worse than starting a new job and feeling completely lost on your first day!

A good onboarding program is the best way to prevent that, providing new staff members with practical, easy-to-use training tools to transition smoothly into their job – right from the very first day.

This is particularly important in the automotive industry, where large numbers of employees are often brought on board at one time. Whether staff are working in manufacturing, mechanics, logistics, or sales, they’ll need to be brought up to speed on critical workplace safety and compliance standards, before they even set foot on the factory or sales floor.

Having a clear onboarding program helps employees to hit the ground running in their new role, feeling engaged, motivated and supported in the workplace. It’ll also save your business time and money, with higher productivity and staff retention rates.

So what’s the best way to approach onboarding in the automotive industry? The answer lies in online training.

Here’s how you can use online training solutions to streamline the onboarding process in your automotive business.

Increasing employee development and engagement

Did you know that an effective onboarding program will allow an individual to reach proficiency in their new position up to 30% faster?

The right onboarding program will help to establish a solid working relationship between employers and their staff, right from the get go. It facilitates clear communication channels, with new hires knowing exactly where and who to turn to for help. And it sends the message that this is a company that cares about employee development.

There’s no doubt that employees are more likely to stay with companies who invest in their learning and development. So onboarding is a great way to reduce your staff turnover rates and secure the best talent for your organisation.

Adam Robinson, author of The Best Team Wins: Build Your Business Through Predictive Hiring, believes that “a great onboarding program is designed to educate and engage your employees so they can become productive members of your organization quickly and effectively. The more comfortable they feel, the more inclined they will be to stay employed at your dealers.”

In this way, “your dealership’s onboarding program is not only essential to its success, but can go a long way towards growing your culture and increasing your bottom line,” he says.

Improving workplace safety and compliance

As mentioned earlier, onboarding can also help staff to learn important regulations and procedures around workplace safety and compliance.

Online training courses are particularly useful in work environments such as the automotive industry, as they can be used to effectively reinforce important workplace safety and emergency procedures, ensuring a safer work and more compliant workplace for all staff.

Automotive employees often require a number of valid certifications and safety checks. Setting up an online platform that employees can use for onboarding is the best solution, for both staff and employers. New hires can make their way through all mandatory training modules, with the onboarding program keeping track of each individual team member’s progress and keeping record of staff who have (and haven’t) completed training.

This can also be really helpful further down the track. If an employee needs a refresher course in any particular area, WHS or compliance for example, they can easily go back to their onboarding modules and quickly find the training materials they need.

Using online training for the automotive industry

Ready to start onboarding your new hires in the easiest, most convenient, and cost-effective way?

If you’re interested in developing an effective new onboarding program, or making positive changes to improve your existing processes, you might like to check out our top tips for creating a successful onboarding program.

And get in touch with the Go1 team to start creating your own tailored onboarding program. Our online training courses can help you with more than just onboarding. You can use the Go1 platform to deliver ongoing, high-quality training to staff, across all areas of professional development, compliance, and workplace safety.

Why employee onboarding is so important for the automotive industry

Whether you are running a sales boutique, discount store, specialty shop, or some other type of retail business, owners face incredible competition. Especially for smaller companies that want to attract customers and earn their loyalty, it is vital for owners to think outside of the box. If you have a retail business and want to enjoy success to the fullest, not only do you need to provide your customers with quality products, but you also need to provide superior customer service.

Have you ever been in a grocery store only to find yourself walking aimlessly from aisle to aisle trying to find items on your list? Or perhaps you’ve visited a clothing store to find something you liked in multiple colors except your specific size? The fact is that if consumers cannot find what they want in a relatively short amount of time, they will go elsewhere.

Fortunately, there is an excellent way to resolve issues like these. By improving the retention of your sales staff, you have the opportunity to turn prospects into viable customers.

Take the grocery store scenario as an example. Having a store clerk who can immediately tell a customer where to find a product is extremely beneficial to the buyer and the business. The same goes for a clothing store. A salesperson who can advise the customer that they expect a shipment of the preferred item tomorrow and would gladly hold one aside just salvaged a sale.

Although you cannot expect your sales staff to know everything, they should retain the most critical information so they can provide outstanding service and support. Within a short amount of time, you will begin to notice happier customers, which equates to a higher number of sales and increased revenue.

Okay, so what is the key to helping sales staff with retention? The answer is online development. When hiring people to work in the retail business, owners or managers require them to complete initial training. However, with ongoing education, those individuals turn into confident employees that do a great job of representing the company.

According to the Senior Professional in Human Resources (SPHR), 88 percent of employees quit their jobs for reasons that extend beyond pay. Three in particular stand out:

They go unrecognized or rewarded for their efforts.

In the process of helping to improve sales staff retention through ongoing development, you can resolve these concerns and achieve many goals. The more employees have what they need to succeed in their position, the more accountable they become. Having knowledge and being able to answer customers’ questions will give your staff a sense of pride. With that, they will show more interest in what they do and perform at a higher level.

The other thing to remember is that empowering your employees through online videos, courses, and information gives you the time you need to focus on pressing matters. In other words, there is no reason to micromanage your workers. Then, as your staff retains information, you have increasing opportunities to recognize their hard work.

Training a new employee requires time and money. The last thing you want is to invest both only to continually see a high turnover rate. Most people are hungry for knowledge and would jump at the chance to learn. If you advise candidates that ongoing development is part of the employee package, you will have a higher caliber of potential hires and will employ those interested in a career as opposed to just a “job.”

By making your staff part of a winning team, you can avoid being among other retail companies that have a high turnover rate. The SPHR also reports that more than 50 percent of recruited workers leave their companies within the first two years. That puts your business’ reputation on the line, and it could have a significant financial impact on your company.

In comparison, when owners and managers give their staff the chance to learn and grow in the retail industry, they stay longer, engage better, and resolve issues quicker. There is no question that your customers will notice, just as you will notice you're the bottom line.

The great thing about ongoing development is that as the name implies, it is ongoing. That means you can introduce your retail staff to endless topics. If you notice someone struggling with retention, instead of assuming they are not trying, provide them with online education. Through that, the individual can learn new skills and hone existing ones. By investing in that person, you provide a much-needed morale boost that can lead to incredible results.

Considering that roughly 50 percent of all businesses, including retail, struggle with employee retention problems, you should consider setting up a program in advance. However, online education benefits current employees as well. In that case, an excellent way to view retention is as a re-recruiting process.

Because the retail industry is ever-changing and customer demands are on the rise, online education benefits both new hires and existing employees. When they have access to online education, they can learn innovative strategies and information based on current trends.

In addition to using online videos, courses, and information to help your retail staff with retention, it is essential that you have regular in-house training and mentoring. In response to your employees becoming more qualified, your customers’ satisfaction rate will increase. Ultimately, you will foster a positive working environment that benefits everyone.

Improve retention of your retail sales staff with ongoing development

Managers: How to Develop Your Employees in 10 Minutes a Week

Imagine for a moment that your employees were consistently improving their skills. And imagine if your employees were developing new capabilities. Sounds like a manager’s dream come true, doesn’t it? Employee development sounds incredibly attractive. But bosses have already got so much on their plates so when are they meant to find the time to develop their employees? And besides employee development sounds like one of those things that HR does.

Now HR does have a role to play in employee training and development. But what I want to share with you is why effective managers take ownership of their employees development. And if you can spare 10 minutes a week then I can show you how you can improve your employees skills and capabilities. And why your employees will love you for it.

How Effective Managers Use Employee Development as a Management Tool

The secret to manager success is that managers succeed when their employees succeed. Effective managers don’t try to be the super hero boss who does everything themselves. Effective managers know how to get the best from their employees. And employee development is one of the tools that you can use to improve employee performance.

PS: Are you looking to Develop Your Own Manager Skills? This article includes extracts from the online training course: How to Develop Your Employees. Are you responsible for the performance of employees as a manager or as someone who works in HR? Find out how to develop your employees in just ten minutes a week.

How Developing Employees Increases Employee Motivation & Retention:

Your employees want to feel like they are learning and growing,

Your employees like to do work that they are good at, and

Your employees want to know that you care about them enough to invest in their future

Did you ever have a teacher, mentor or a coach that helped you to grow? Did that help you to reach your potential? If so, don’t you think it’s time that you played the same role to your employees?