Tag: employee retention

What Today’s Workforce Really Wants from Their Benefits Package

Posted on by Sean Malady

In this article, you will learn how to build a competitive advantage in hiring and retention. We will go over critical topics in benefits, including the following:

  • The top traditional benefits employees need as a starting point and some non-traditional emerging benefits that are increasingly being requested
  • The biggest challenges employers face for offering comprehensive benefits and ways they can address them to attract and retain candidates
  • How to design a benefits package in 2026 that will keep you ahead in this very competitive labor market.

Recently, we have examined how employers can humanize the hiring process and boost retention in a hybrid work environment. In both articles, we highlighted how employers and employees want a relationship built on trust, value, and mutual respect. 

As we look ahead to 2026, the job market should continue to be tight (check out our most recent Jobs Report Snapshots to see what we mean). But companies will always invest in top talent to stay strong through any economic cycle. Financial compensation is a start, but there’s more to the equation for developing long-lasting and successful relationships. 

What Do Your Top Recruits and Best Performers Want? 

Even though inflation remains a top concern, many workers are considering options beyond a salary.. As a whole, they want roles that support their financial goals, personal aspirations, and professional development. And employers have to figure out how to meet these needs while managing rising costs. 

Designing a benefits package that meets these goals isn’t easy—but when done right, it’s one of the smartest investments a company can make. We’ll explore both traditional and emerging benefits that can help you attract and retain the right people for your team and culture.

Benefits That Will Increase Job Satisfaction in 2026

A good salary matters, but today’s workforce is looking for more from their employers. Some will weigh certain benefits more than others, depending on their age, experience, and even their field. But the benefits we list below should help sway new recruits and entice current employees to stay. 

Health Insurance

Healthcare is a top priority for most employees for good reason. In an HBR study, 88% of job seekers said they’d accept a lower-paying job if it offered better insurance. Another study found that 77% of employees view benefits as essential to their overall physical and mental well-being.

While no single plan fits every organization, employees consistently value:

  • Comprehensive coverage that includes medical, dental, vision, and mental health support
  • Telehealth options for convenient and flexible access to care
  • Affordable prescriptions that reduce everyday stress and financial strain
  • Tax-free accounts (HSAs or FSAs) to help manage out-of-pocket costs. 

Retirement Benefits

Retirement benefits play a major role in building long-term loyalty. Employees want to know that their employer is invested in their future, too. One study showed that 87% of employees value retirement benefits, but only 54% of employers offer them. Employers who offer these benefits could positively improve morale and ensure their top recruits and performers want to stay: 

  • Competitive Retirement Plans: A strong 401(k) match or pension program shows employees you’re committed to their long-term success. Matching employee contributions or offering financial incentives to save can significantly boost participation and satisfaction.
  • Education and Financial Literacy: Hosting financial wellness sessions or providing access to planning tools helps employees make better decisions for their future. 
  • Student Loan Assistance: Student debt is a major source of stress for today’s workforce. The average total student loan debt is around $30,000. Assistance or repayment programs are highly attractive perks for building loyalty and financial security.

Work-Life Balance

Employees want roles that respect their personal lives, family time, and boundaries. In one survey of workers across 35 countries, 83% said a better work-life balance is their highest priority for current or future jobs, edging slightly past job security and compensation. When organizations support work-life balance with the perks listed below, they are on the right track to better employee morale:

  • Flexible scheduling with specified core hours for teammates to collaborate. 
  • Remote or hybrid work options to increase time at home with family
  • Stipends and reimbursement programs for remote setup and utility costs
  • Paid time off to recharge and take care of personal responsibilities 
  • Reasonable workloads and frequent check-ins to help prevent burnout

Emerging Non-Traditional Benefits

As competition for talent grows, many organizations are expanding beyond traditional benefits to meet the evolving needs of modern employees. These family and wellness benefits signal that your company understands and supports your employees in and out of the office:

  • Family Support: Childcare assistance, fertility and adoption benefits, and paid parental leave are among the top emerging benefits that help employees manage life changes and growing families. Pet insurance for employees’ four-legged family members is another benefit that is becoming more common in benefits packages. 
  • Wellness Perks: Employers can play a key role in helping employees stay physically and mentally healthy. Perks that can help boost health and wellness include onsite fitness centers and stocked employee kitchens, gym reimbursements, and dedicated employee assistance programs (EAPs) for mental health. 

How to Remain Competitive in a Tight Labor Market 

Employee expectations for benefits and perks may be clear, but many organizations face difficult challenges in delivering on them. We’ll walk through some of the most common challenges employers must creatively solve to provide better employee satisfaction while staying true to their business needs. 

  • Rising Costs: Benefits expenses continue to climb due in part to higher healthcare costs and more health claims. Many employers are forced to make tough choices, like scaling back coverage or shifting costs to employees, which can impact morale and retention if not managed carefully.
  • Leadership Buy-In: Getting leadership support for new or enhanced benefits can be difficult. Because the ROI of benefits isn’t always immediate, leaders may hesitate to invest in programs that don’t demonstrate value right away.
  • Communication Gaps: Even the best benefits lose value if employees don’t understand them. 71% of employees reported that they want more information about their benefits, and 51% say they don’t fully understand their coverage. 

Designing a Benefits Package for 2026

To meet both employee expectations and business goals, companies must be strategic in their approach when it comes to benefits. As you can see from the list we compiled, a well-designed 2026 benefits package will have comprehensive healthcare, retirement, and family options, but not all perks need to be monetary. 

Each company is different when it comes to size, revenue, and organizational structure, but here are a few guidelines to keep in mind to attract and retain the best employees for your team: 

  1. Prioritize health and financial stability with comprehensive insurance and retirement options.
  2. Offer flexibility and choice so employees can tailor benefits to their needs.
  3. Gain leadership support early by aligning benefits with measurable goals like retention, productivity, and engagement.
  4. Communicate proactively (not just during open enrollment) to help employees understand and appreciate their benefits.
  5. Track impact by regularly surveying employees and adjusting programs based on feedback.

The most successful employers in 2026 will be those who see benefits as strategic investments in people and their performance. At J&J Staffing, we help employers attract skilled talent and build teams that last. When you pair our staffing expertise with the benefits employees want, you’ll create an environment where employees are excited to stay and grow. Contact us today to get started. 

Staffing Services In Greater Philadelphia

J & J Staffing Resources is a professional staffing agency that connects local businesses to job seekers throughout the Greater Philadelphia area, including Pennsylvania, New Jersey, and Delaware.

We bring over 45 years of expertise in office, industrial, technical, and professional staffing placements as well as payroll management, and offer a wide range of services for both employers and job seekers.

Need help? J & J Staffing has offices in Newark, Bridgeport, Woodbury, Cherry Hill, Ewing, Princeton, Langhorne, and Horsham. Visit your local J & J staffing center or get started below.

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5 Ways to Boost Retention in a Hybrid World

Posted on by Sean Malady

In this article, you’ll learn:

  • The key benefits of hybrid work for employee happiness
  • Why hybrid work alone isn’t enough for long-term retention
  • How to listen to employee needs to improve engagement
  • Practical employee retention strategies that align with today’s workforce
  • Steps to build a workplace where employees want to stay and grow

For many organizations, the conventional 9–5 office model seems like a thing of the past. Technology breakthroughs, the growing popularity of remote and hybrid work models, and the emergence of artificial intelligence have all contributed to a dramatic change in the workplace in recent years. 

Unprecedented flexibility and access to a global talent pool have been brought about by this evolution, but it has also brought forth new difficulties, especially in the area of employee retention. A hybrid workforce, which combines remote and in-office presence, has become a potent solution in this dynamic environment, providing the best of both worlds. 

Employers must proactively modify their strategies to maintain the engagement, satisfaction, and commitment of their most valuable asset, their employees, if they are to fully realize their potential. This blog post will explore five essential strategies for boosting retention in today’s hybrid world, ensuring your talent stays with you for the long haul.

1. Communication, Communication, Communication

Clear, consistent, and proactive communication is not only crucial in a hybrid setup, but it is also the lifeblood of your organization. When team members are dispersed across various time zones and places, there is a much greater chance of miscommunication, loneliness, and a lack of openness.

Streamline Communication Methods

Start by defining and streamlining your communication channels. This means clearly outlining when to use email for formal announcements, when to use instant messaging for quick queries, and when video conferencing is necessary for collaborative discussions.

  • Frequent Check-ins: Hold weekly team meetings or daily stand-ups to guarantee that both in-person and virtual participants have an equal chance to contribute.
  • Asynchronous Communication: To accommodate varying work schedules, use platforms such as Slack, Microsoft Teams, Google Workspace, or Trello boards for updates that don’t need to be answered right away.
  • Leadership Transparency: Executives should communicate company news, strategic plans, and difficulties in a proactive manner. Regardless of their actual location, this creates a sense of trust and belonging that makes workers feel appreciated and informed.
  • Feedback Loops: Establish secure and convenient avenues for staff members to offer input. One-on-one meetings, anonymous suggestion boxes, and routine pulse surveys are essential for identifying and resolving issues before they become more serious.

By creating unambiguous communication guidelines and encouraging candid discussions, you can overcome the geographical distance and maintain your hybrid team’s unity and connection.

2. Trust and Flexibility Go Hand-in-Hand

One of the greatest appeals of hybrid work is the flexibility it offers. To maximize retention, employers must embrace this flexibility and, critically, back it with a foundation of trust.

Don’t Micromanage:

Micromanagement is the fastest way to demotivate a hybrid worker. The temptation to over-monitor can be strong because you can’t always see your remote team members. Avoid it. Instead of keeping track of every minute of an employee’s day, concentrate on results and deliverables. 

Set clear expectations and goals, then give your team the freedom to accomplish them however they see fit. This independence demonstrates trust, which is a key component of employee satisfaction and a strong motivator.

Allow Schedule Flexibility:

Hybrid work, by definition, offers flexibility. Embrace it fully by allowing employees a degree of control over their schedules. This could mean:

  • Core Hours with Flexibility: Establishing certain “core hours” when everyone is expected to be available for collaboration, while allowing individuals to choose their start and end times around these.
  • Location Choice (within guidelines): Giving staff members the freedom to choose which days they work remotely and which days they visit the office, as long as they follow corporate policies.
  • Personal Needs Accommodation: Understanding that life happens. A supportive work environment is created by letting employees modify their schedules to accommodate appointments, family obligations, or personal well-being.

Employees are much more likely to feel appreciated and stick with a company when they are trusted and have control over their work-life balance.

3. Invest in Your Employees

Pay isn’t the only factor in employee retention; you also need to demonstrate your appreciation for them as professionals and people. It is essential to make strategic investments in their growth, tools, and well-being.

Mental Health Strategy: 

In a hybrid environment, it can be difficult to distinguish between work and home, which can result in stress and burnout. Having a strong mental health plan is now essential rather than optional.

  • Employee Assistance Programs (EAPs): Offer confidential counseling services and resources.
  • Wellness Initiatives: Encourage mental health days, online fitness courses, or mindfulness breaks.
  • Managerial Training: Prepare managers to spot burnout symptoms and provide their team members with effective support.
  • Destigmatize Mental Health: Foster an environment where talking about mental health is accepted and encouraged.

Technology:

Employees in a hybrid workforce require the appropriate resources in order to succeed. Regardless of location, investing in state-of-the-art technology guarantees productivity, teamwork, and a smooth working environment.

  • Reliable Hardware: Provide laptops, monitors, headsets, and other essential equipment.
  • Collaboration Software: Invest in platforms like Zoom, Microsoft Teams, or Google Workspace for effective communication and project management.
  • Secure Networks: Ensure robust cybersecurity measures to protect company and employee data when working remotely.
  • IT Support: Offer accessible and responsive IT support for both in-office and remote setups.

Benefits:

To create an attractive employee value proposition for a hybrid workforce, companies need to offer tailored benefits beyond standard health insurance. This includes providing home office stipends for remote work costs, professional development allowances for growth, flexible leave policies for work-life balance, and robust recognition programs to acknowledge team members’ achievements and reinforce their value, regardless of location.

4. Strengthen Their Sense of Purpose

People want to feel that their work matters, regardless of tasks and projects. In a hybrid setting, a strong sense of purpose is a major retention driver and a potent remedy for disengagement.

Show Them Their Efforts Matter:

The company’s mission, vision, and values should be clearly stated, and individual roles and projects should be consistently linked back to this overarching goal.

  • Impact Transparency: Show how an employee’s specific contributions directly influence company goals, customer satisfaction, or broader societal impact.
  • Celebrate Wins: Acknowledge and celebrate achievements, big and small, publicly. This reinforces the value of their work.
  • Regular Feedback: Provide constructive feedback that helps employees understand their strengths and areas for growth, showing that their development is valued.

Encourage Professional Development and Passions:

To truly strengthen an employee’s sense of purpose, it is essential to show them a clear and exciting path for growth within the company. Employees are far more likely to stay when they feel their professional aspirations are not just acknowledged, but actively supported.

Providing employees with the necessary support and resources for their professional growth can significantly impact retention. Employees value knowing that their career aspirations are recognized and supported by their employers. Beyond offering training and coursework, an incentive for completing these developmental steps could further encourage their progress.

5. Provide Meaningful Work

Employees will eventually look elsewhere, even if they have the best benefits and flexibility, if their daily work isn’t interesting or feels like busywork. It’s crucial to make sure your workers always have work that is worthwhile.

Ways you can accomplish this include:

  • Challenging Projects: Assign projects that stretch employees’ skills and encourage them to learn new ones. Meaningful work often involves tackling complex problems.
  • Autonomy in Tasks: Give employees ownership over their projects and allow them to make decisions where appropriate.
  • Avoid Redundant or Menial Tasks (where possible): Automate repetitive, low-value tasks or delegate them appropriately, freeing up employees to focus on more impactful work.
  • Clear Goals and Impact: Before assigning a task, clearly explain its purpose, its connection to larger objectives, and the expected impact. This transforms a “task” into a “contribution.”
  • Skill Alignment: Ensure that the work assigned aligns with an employee’s skills, interests, and career aspirations as much as possible.

Employees are more likely to stay with a company when they feel their time is well-spent on meaningful projects. This leads to a greater sense of accomplishment and job satisfaction, which directly improves retention rates.

Lean on J & J Staffing Resources For Support and Advice

To retain employees in a hybrid work model, companies must prioritize clear communication, build trust and flexibility, invest in well-being, foster a sense of purpose, and provide engaging work.

Retention begins with hiring culturally aligned talent. J & J Staffing Resources connects companies with skilled professionals who fit flexible environments. By combining these retention strategies with J & J’s expertise, companies reduce turnover and build resilient, thriving organizations for the future of work. Contact us today to get started!

Staffing Services In Greater Philadelphia

J & J Staffing Resources is a professional staffing agency that connects local businesses to job seekers throughout the Greater Philadelphia area, including Pennsylvania, New Jersey, and Delaware.

We bring over 45 years of expertise in office, industrial, technical, and professional staffing placements as well as payroll management, and offer a wide range of services for both employers and job seekers.

Need help? J & J Staffing has offices in Newark, Bridgeport, Woodbury, Cherry Hill, Ewing, Princeton, Langhorne, and Horsham. Visit your local J & J staffing center or get started below.

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The Role of Onboarding in Helping New Hires Find Their Career Path

Posted on by Sean Malady

For decades, employee onboarding was often treated as a one-day administrative affair: a flurry of paperwork, a quick office tour, and a handshake. Today, however, leading organizations recognize this initial period for what it truly is—the foundational stage of an employee’s entire lifecycle with the company. This critical window is no longer just about orientation; it’s about integration, engagement, and setting a clear trajectory for the future.

Below, we’ll explore how a modern, strategic onboarding process moves beyond the basics to play a pivotal role in helping new hires discover and establish a meaningful career path. From building foundational relationships to providing early exposure to growth opportunities, we’ll break down how to transform your onboarding from a simple welcome into a powerful tool for long-term talent development and retention.

Provides Exposure and Discovery

Effective onboarding extends far beyond the initial orientation, serving as a vital compass for new hires navigating their career journey within an organization. It offers a truly panoramic view of the company, transcending the narrow confines of their immediate role. 

By meticulously introducing them to diverse departments, fostering connections with key leaders across various functions, and immersing them in cross-functional projects, onboarding illuminates the multifaceted nature of the organization. This exposure to various operational functions and strategic initiatives is critical, as it unveils a spectrum of potential career trajectories that new hires may not have previously contemplated. 

This crucial discovery phase empowers individuals to envision the breadth of opportunities available, fostering a sense of long-term possibility and encouraging them to actively explore diverse avenues for growth and development within the company.

Sets Clear Expectations for Growth

Current onboarding trends recognize that the initial short-term goals are just the beginning. They meticulously frame immediate objectives within the context of a larger career growth picture, helping new hires visualize their trajectory within the organization. 

It goes beyond simply answering the fundamental question, “What do I need to do now?” Instead, proper onboarding proactively addresses deeper, more strategic questions like, “What does success in this specific role genuinely look like in the long run? And where can achieving that success ultimately lead me within this company?”

This approach fosters a sense of purpose and direction, encouraging new employees to actively engage in their own professional development from day one. It helps them connect their daily tasks to their long-term career aspirations, building a foundation for continuous learning and growth within the organization.

Builds Foundational Relationships and Networks

A new hire’s career path is heavily influenced by their professional network. Strategic onboarding facilitates this by:

  • Assigning a Mentor or Buddy: This connects the new hire with an experienced employee who can offer guidance, share institutional knowledge, and serve as a role model or sounding board for career questions.
  • Facilitating Introductions: Ensuring new hires meet people outside their immediate team helps them build a network that can lead to future opportunities, collaborations, and mentorship.

When deciding what your onboarding process will look like consider individuals within your organization who could be beneficial to each new hire. This should be evaluated on a case by case basis considering no two people are alike and each new hire will have different career goals in mind.

Highlights Development Tools and Resources

Effective onboarding is an opportunity to plant the seeds for future success. By strategically integrating the introduction of career development resources, you can empower new talent to take a proactive role in their professional journey. Key resources to emphasize should include:

  • Learning Management Systems (LMS) with Training Courses: These centralized platforms are a treasure trove of knowledge. New hires should be introduced to whatever system your organization uses not just as a compliance tool, but as a dynamic hub for continuous learning. Education can include a wide array of training courses, from technical skills enhancement and leadership development to soft skills refinement and industry-specific certifications. Highlighting personalized learning paths or recommended courses based on their role can further encourage engagement.
  • Internal Job Boards and Career Pathing Software: Transparency regarding internal opportunities is crucial. New hires should understand that their current role is a starting point, not a ceiling. Introducing them to internal job boards demonstrates the company’s commitment to internal mobility and growth. Furthermore, career pathing software, if available, can be an invaluable tool. It allows new hires to visualize potential career trajectories, identify necessary skills for advancement, and explore different roles within various departments, helping them plan their professional journey.
  • Tuition Reimbursement Programs: Investing in higher education or specialized certifications can significantly accelerate career growth. Tuition reimbursement programs should be clearly articulated during onboarding, detailing eligibility criteria, covered expenses, and the application process. This benefit signals your commitment to lifelong learning and provides a tangible incentive for employees to further their academic and professional credentials.
  • Professional Development Budgets: Beyond formal training, employees often benefit from attending industry conferences, workshops, or obtaining professional memberships. If available, the existence and utilization of professional development budgets should be communicated. This empowers new hires to pursue opportunities that align with their career aspirations and contribute to their expertise, fostering a sense of ownership over their professional growth.

Clarifies Company Culture and Values

When considering your current onboarding process, look to where it might be lacking. If your process isn’t already serving to deeply integrate new hires into the organizational fabric, allowing them to truly understand and internalize the company culture, it should. This understanding is paramount for a new hire to strategically chart their career trajectory within the organization. 

A robust onboarding program actively reveals the answers to critical questions: Does the company predominantly value individuals who become highly specialized experts in a particular domain, or does it foster and reward those who develop a broad range of skills across various functions? How common are internal promotions, and what are the typical pathways for career progression? Is the company’s environment one that encourages calculated risk-taking and innovation, or is it more inclined towards established, proven methods?

Onboarding serves as the crucial period where new hires assimilate these “unwritten rules” – the nuances, expectations, and unspoken norms that dictate how things truly get done within the organization. This insight is invaluable, as it enables new hires to align their personal career aspirations and development goals with the realities of the organizational landscape. 

Without this cultural immersion, new hires might struggle to identify suitable opportunities for growth, understand the criteria for advancement, or effectively navigate the internal political landscape, ultimately hindering their ability to find a fulfilling and productive career path within the company.

Establish Better Onboarding Practices

By establishing an onboarding process that is robust and expansive, you guarantee that the people you hire will be motivated to stay with your organization. Giving them opportunities to take full advantage of turning a job into a career ensures that new hires will find their place, creating a workforce you can rely on.

Creating a robust onboarding process is one of the most important steps your company can take to ensure there aren’t any delays in service to your customers due to a lack of steady employment. J & J Staffing has been advocating for our clients since 1972, helping them to establish a strong workforce and adopt business practices that have the employees in mind. Contact us today for further guidance.

Staffing Services In Greater Philadelphia

J & J Staffing Resources is a professional staffing agency that connects local businesses to job seekers throughout the Greater Philadelphia area, including Pennsylvania, New Jersey, and Delaware.

We bring over 45 years of expertise in office, industrial, technical, and professional staffing placements as well as payroll management, and offer a wide range of services for both employers and job seekers.

Need help? J & J Staffing has offices in Newark, Bridgeport, Woodbury, Cherry Hill, Ewing, Princeton, Langhorne, and Horsham. Visit your local J & J staffing center or get started below.

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Designing a Mental Health Strategy for Your Company

Posted on by Sean Malady

Are you noticing signs of burnout in your teams? Struggling with absenteeism or presenteeism? While many factors contribute, the mental well-being of your employees plays a crucial role often overlooked in traditional business strategy.

The good news is that implementing a dedicated mental health strategy can make a significant difference. But it needs to be more than just a policy—it needs to be a practical, integrated plan. Keep in mind that the most successful strategies provide support for both your employees and yourself during high-stress situations.

In the sections ahead, we will break down the process of designing such a strategy, helping you move from awareness to meaningful action in supporting your workforce in 2025 and beyond.

Why Mental Health Matters

As an employer, your main focus is always going to be what is best for the company. From the bottom line to productivity and great quality control, you are always looking for ways to improve. What you might not realize is that all of these things can fall apart if those you employ aren’t properly considered and supported.

Positive mental health can go a long way toward the continued success of your company. How? Let’s take a look at why a focus on mental health matters.

Employee Morale

Focusing on creating an environment where your employees feel safe and respected ensures that their morale stays up. Supporting mental health leads to less stress and burnout, which in turn motivates these employees to work harder.

Productivity & Performance

Having a more positive working morale can directly lead to a higher productivity rate and a more efficient performance from your employees. They make fewer errors, collaborate more effectively, and have higher cognitive function for problem-solving and decision-making. Addressing mental health issues reduces costly presenteeism (employees being physically present but mentally checked out or unproductive).

Employee Retention

One of a company’s biggest cost creators is the revolving door of employees who are hired and then quit soon after. Top talent actively seeks employers who demonstrate genuine care for employee well-being, which in turn leads to a lower turnover rate. So, it all comes down to ensuring your strategy is employee-focused.

Workplace Culture

Prioritizing mental health helps destigmatize mental health challenges and fosters a culture of openness, trust, and psychological safety. When employees feel safe discussing their struggles and seeking help without fear of reprisal, it strengthens team cohesion and communication.

Creativity & Innovation

One way companies remain relevant in an ever-evolving landscape is by motivating employees to implement strategies for improved performance and growth. This requires creativity and innovation, which isn’t going to happen if you don’t first support employees’ mental health through connection and trust.

Workplace Risk & Compliance

The more employees don’t feel respected, the more likely a workplace will have completely avoidable accidents and mistakes. If an employee doesn’t care about the company’s needs and goals, they are less likely to care about safety or compliance standards when performing their job. Showing them that they are your first priority will go a long way toward minimizing risk.

Healthcare Costs

Finally, untreated mental health conditions often exacerbate physical health problems and can lead to higher healthcare utilization and costs. Investing in preventative mental health support can lead to long-term savings on health insurance and disability claims.

What is Needed in a Mental Health Strategy?

Now it’s time to structure a new mental health policy to be implemented company-wide. So, what should you consider when creating this strategy?

  • Cost—Nothing we do is possible without feeling a bit of strain in the pocketbook. If you are limited by budget constraints, consider what aspects are the most important for your employees and stagger the rest to be enacted over time.
  • Employee Needs and Concerns—If you don’t know exactly what your employees are looking for in mental health support in the workplace, you are wasting time and valuable resources. The easiest first step is to conduct market research by sending out an anonymous survey or something similar.
  • Goals & Objectives—Once you know what your employees need, it’s time to start developing. Outlining clear goals and objectives within the strategy will make things more efficient. Going in blind will diminish the impact this strategy will have on mental health.
  • Scope of Resources—The best strategies provide a variety of resources. Everyone approaches their mental health in different ways. Some just need breathing room during their workday, while others need therapy.
  • Confidentiality & Trust—Even if you are unsure about what resources or initiatives to offer, you should always put confidentiality and trust at the top. If your employees can’t trust whatever is communicated regarding their mental health, they won’t want to partake in any of your provided options. Which, at the end of the day, makes all your strategy-building worthless.
  • Accessibility & Equity—Once you’ve created a plan, the next step should never be overlooked. Assessing your strategy from an accessibility perspective ensures that all employees feel supported by it, not just some. Folks who might require extra tools for access are more likely to be the ones who need the mental health strategy the most.
  • Integration—This pointer isn’t one that you have to do, but it is highly encouraged for the best results. After all, most companies already have some kind of mental health plan in place. Therefore, expanding the strategy to better fit current trends might require some integration and reworking to fit in.

Easy to Implement Strategies

Now comes the hard part: finding a way to implement a new mental health strategy into an already established set of policies and procedures. It might require hard work, but in the end, your employees, yourself, and your company will be better for it.

The best way to get started is by doing small things that eventually work into larger policy changes and adjustments. You can start off by giving your employees more flexibility in how they handle their workload. This is cost-effective and will probably see the biggest results. By giving your employees a bit more control over how they get through their shifts, you ensure that they will feel less stress and guilt over needing time to step back and breathe.

Here are some other suggestions to help you develop a more robust mental health strategy.

Team Togetherness Activities

Pausing on occasion to encourage your employees to connect and bond with one another will help ease the burden of those less-than-stellar mental health days. Knowing you are not alone in the workplace goes a long way toward employee retention and positive morale.

Mentorship Programs

Implementing a mentorship program not only gives employees someone to trust and rely on but also holds them accountable for one another. Isolation and loneliness lead to a less motivated workforce. Having someone to bounce ideas off of and encourage growth goals makes a significant difference.

Work from Home Policies

This one isn’t necessarily cost-effective at the front end, but it is cost-effective in the long run. Studies have shown over the last five years that employees are more productive when given the choice to work from home. A work-from-home policy might not work for your company, but if it’s something that you can implement even partially, you should consider it.

Whatever steps you take to get started are a step in the right direction. Over time, you will see a marked improvement in your workforce and the continued success of your company.

Strong Awareness = Strong Workforce

For decades, J & J Staffing has dedicated our expertise to more than just matching employers with potential employees. We do as much as we can to ensure our customers feel prepared for all aspects of the job market.

If you are interested in implementing a more comprehensive mental health strategy but aren’t sure where to begin, we’ve got your back. Contact us today about how you can improve your employee retention and save money in the long run.

Employee Retention Strategies for the 2024 Job Market

Posted on by Sean Malady

Maintaining a stable business model is best accomplished by maintaining the same workforce for months to even years at a time. By focusing on how your business can benefit your employees, you will ensure that those you hire will be willing to stay with you.

Studies show that the current job market is uniquely unpredictable. 75% of employers report that it’s becoming increasingly difficult to fill open positions. So, what do we do to ensure potential employees choose us or current employees stay with us for an extensive period? Focusing on employee retention options is the first and most crucial step.

Why Is Employee Retention Important?

Ensuring your business has a strong, steady, and stable workforce will ensure long-term success. It’s important to remember that hiring people willing to work for you for a longer period of time means your efforts can be focused on the bottom line instead of staffing and behind-the-scenes organization. 

There are five things to keep in mind when considering why employee retention is vitally important for your company. 

  1. Reduced Company Costs – First and foremost, longer employment periods end up costing you less in the long run because you don’t have to spend money on onboarding costs at a more frequent rate.
  2. Greater Productivity – It’s important to remember that keeping a steady workforce means your employees can rely on each other and work together as a team to get the job done. With frequent turnover, your employees are stuck training new employees instead of focusing more on the company’s overall productivity.
  3. A Strong, Flourishing Work Culture – Overall, your employees’ motivation will remain positive and high if they see that their coworkers are sticking around. It shows that you respect, support, and appreciate everyone in the company.
  4. Enhanced Employee Morale – When employees remain the same and a reliable unit, the morale across the board will be higher. Knowing that the people they work with will be there daily allows employees to feel more connected and motivated about their jobs.
  5. Happier Customers – The longer an employee stays with your company, the more likely they will know how to interact with your customers. This, in turn, will allow your customers to rely on and trust your company and leave them more satisfied with the services being provided.

Important Strategies to Keep in Mind

We have previously posted about employee retention strategies. While many of these strategies have stayed the same, there are a few key differences that better match the working environment in 2024. 

It is also important to point out that our strategies for hiring and retaining millennials can now be applied to all working individuals. What used to be exclusively the feelings and desires of a younger working audience are now found among all employees, from young to seasoned. 

So, what strategies do we suggest? On the grand scale, our suggestions focus on things that uplift morale and employee motivation. Keeping that in mind, let’s get started!

Ensure Your Hiring Process is Quick & Efficient

J & J Staffing has consistently made this suggestion since 2022. We truly believe that the faster and more efficient your hiring process is, the more motivated people will be to work for you.

This becomes the easiest way to ensure that the people you hire will want to work for you specifically. In 2024, the most eligible employees are looking for employers who make them feel special, valued, and respected even during the hiring process.caring for employees icon illustration

Offer Flexible Work Arrangements

At the end of lockdown, late 2020 and early 2021, employers started to find that having either a work-from-home option or a hybrid setup was more motivating for their employees. This is due in large part to the flexibility they offer as a means to help productivity and employee happiness. 

While we understand that not all businesses can offer either of those options to their employees, there are ways to make flexible work arrangements in every environment on a case-by-case basis. Taking the time to accommodate employees tells them you value their contributions and want to keep them happy and employed.

Offer Positive Feedback

Offering positive feedback seems like the littlest thing you can do, but it truly can make a significant impact. Employees need to feel that their efforts are seen, appreciated, and acknowledged.

Positive feedback starts you off on a positive note and fosters an overall positive, caring company culture. Starting with an employee’s strengths allows the areas they need to improve on to be better received.

Foster Creativity

Humans all want to feel like their ideas are worth something. Allowing your employees to make suggestions about company policies and procedures that directly impact their jobs will motivate them to care about what they are doing.

Sometimes, the best ideas for growth and development come from the people on the front lines performing the tasks day in and day out.

Encourage Mutual Respect

In recent years, more individuals have been looking for bosses and supervisors who treat people with respect and allow the same level of respect to be reflected back to them. While positions naturally create a hierarchy that needs to be in place for a business to operate properly, giving room for equality in other aspects can change the whole game.

Well-respected employees and supervisors are likely to come together and remain united in furthering the business goals. Respect goes a long way toward ensuring employees feel as though they have a voice and are valued at work.

Provide Growth Opportunities

It is proven that if employees feel they don’t have anywhere to grow in their job they will move on. No one wants to spend years doing the same work over and over without any potential for promotion or professional development.

Even if you are only offering the opportunity to expand their knowledge and expertise in their chosen field, you are ensuring employees will appreciate the service they are providing. Any amount of growth is beneficial and can keep your employees satisfied.

Offer a Competitive Salary

Along the same lines of promoting personal and professional growth, offering a competitive salary is important. You might find the perfect person to add to your company roster, but if you aren’t giving them financial compensation to match, they aren’t going to choose you.

If you aren’t consistently reassessing the salaries of all your employees against the current economy and job market, you also run the risk of losing long-term, loyal employees. They are going to go where the money is. It’s as simple as that.

Promote Trust & Transparency

In line with some other action items on this list, promoting an environment of trust and transparency is important. Every time your company makes a significant decision, it is best to inform your employees and open the floor up for feedback regarding said changes.

No one likes feeling blindsided by decisions affecting them, nor do they like feeling lied to. It takes zero extra time and effort to keep your employees informed and in the loop about anything regarding company policies and procedures.

Create a Collaborative and Open Culture

In 2024, the desire to work for a company where you truly feel like a unified team is at an all-time high. Employees want to have a positive work environment that feels completely balanced with their personal lives.

Feeling as though they have the support of their professional team ensures that employees are going to overlook any minor irritations they have about their jobs and remain with the company. In fact, with an open, respectful, and collaborative culture, employees are more likely to inform higher-ups about those things that irritate them in the workplace, allowing for changes to be enacted.

Identify & Alleviate Employee Pain Points

Listening to your employees is a significant way to take action today to ensure your employees remain part of your team. Everyone wants to be heard, especially when they spend most of their time on the job.

Showing employees that you care enough about them to listen to their concerns and make an effort to implement solutions allows them to be further motivated to meet productivity standards. A workforce that feels appreciated and heard is more likely to contribute  110% to the company goals and ensure the customers are happy.

Implement Changes Over Time

Finally, if you find that changes need to be made to current policies or procedures, make them over time. Most employees need time to adjust to anything new, so giving them the time to do so will boost their morale significantly.

Giving employees time to test out new changes and provide feedback on how well they work is also a great way to ensure your employees respect you and wish to stay with the company. They will more likely adhere to the changes and take pride in their work.

Work with J & J Staffing to Ensure You’re Hiring the Right Employees

One of the things J & J Staffing takes pride in is our ability to stay on top of the latest hiring and retention trends. This allows us to provide the best service for our clients. 

If you have questions about how to ensure you’re hiring the right people or retaining the wonderful employees you already have, we are here to advise. Contact us for more information. 

Staffing Services In Greater Philadelphia

J & J Staffing Resources is a professional staffing agency that connects local businesses to job seekers throughout the Greater Philadelphia area, including Pennsylvania, New Jersey, and Delaware.

We bring over 45 years of expertise in office, industrial, technical, and professional staffing placements as well as payroll management, and offer a wide range of services for both employers and job seekers.

Need help? J & J Staffing has offices in Newark, Bridgeport, Woodbury, Cherry Hill, Ewing, Princeton, Langhorne, and Horsham. Visit your local J & J staffing center or get started below.

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