![Employee Retention](https://img.aquamagazine.com/files/base/abmedia/all/image/2020/06/aqua.Employee%20Retention.png?auto=format%2Ccompress&q=70&w=400)
Hiring is hard enough, so once you have employees, you want to do everything in your power to keep them β which is why itβs frustrating when workers choose to do a no show, no call. How do you hold on to your employees and increase employee retention? Industry professionals share their insights:
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THE QUESTION:
Luke Norris
Luke Pools | Cumming, Ga.
βAnother no show, no call for a new employee today. I am not sure what I am doing wrong. Does anyone have some groundbreaking ideas on how to get people to show up?β
THE ANSWERS:
David Sage
Alliance Pool Works | Tyler, Texas
β1. I try to hire only recommended people. I let my local group of FB friends know Iβm hiring.
2. I tell them they will be tested. If they still show up, I give them an IQ test and a couple of βcan you spot the differencesβ and brain teasers. It tells me a lot of what Iβm working with. Whether they have drive or intelligence or not.
3. I donβt do weekends, holidays or past 6 p.m. in the summer anymore.
4. I have great employees, and I try to tell them βthank youβ every day. I give them time off when they want it, and we all pick up the slack. Time is more valuable than money to this new generation. We are a βwork familyβ β for real.
5. I wonβt sacrifice a good employee for the sake of a customer. Loyalty goes a long way.
6. Read the book βNuts.β Itβs the best when learning how to manage people.β
Irven Mcgoohan
Splash Pool and Spa | Lawton, Okla.
βTry to hire more than you need, hire hire hire. Donβt depend on what you have. Tell the ones that are there if they donβt perform, youβll cut hours. Keep hiring people. You can never have enough quality people.β
Francis Chambers
Dolphin Pools | Carpinteria, Calif.
βPay on Mondays. It works. I promise!β
Wesley Lance
A & L Pool Service | High Bridge, N.J.
βI have 12 employees. I pay them well and provide them with health insurance, 401k, etc. I donβt have turnover. They show up and do the best they can. Without good employees, I would have nothing.β
Bernie Phelps
Rivertown Pool Service | Conway, S.C.
βI had one employee not show up today who actually doesnβt show up on a lot of Mondays. I finally told him if he didnβt get to work on time, he doesnβt have a job. I decided to put a time clock in my shop with an incentive: If you punch in by 6:20 a.m. and punch out everyday for a month, Iβll give a $50 bonus. I havenβt paid anything yet!β
Tony Arredondo
The Pool Guys of Tampa Bay | South Tampa, Fla.
βWe offer a $500 sign-on bonus after 30 days. I am a very firm believer in rewarding good work ethic.β
Aaron Nagler
Rising Sun Pool & Spa | Victorville, Calif.
βItβs not easy. We have two fairly new part-time technicians. One is about to complete her 90-day probationary/training period. Iβve found that giving employees incentives, making them feel a part of the team and having good company structure makes things a lot easier.
You have to focus on the hiring process and choosing the right people. I chose a new technician (who had never done this kind of job before) over a candidate with 15 years of experience. Why? Because of attitude. While the guy with experience said all of the right things, I could tell that he had zero drive. The other candidate had worked her way up from cashier to assistant store manager at Panera Bread. So far, focusing on these types of potential team members has really worked out for us.β