RETENTION
BEST PRACTICE 5
Recognize barriers and common challenges to employment, such as the stress of unpredictable scheduling, and develop policies that provide consistency but allow for flexibility.
Example of how this Best Practice connects to the Guiding Principles:
Address Trauma: Employers increase social-emotional and behavioral supports, are responsive to employee needs, and take a person-centered approach.
​
Build and Support Community: Acknowledge and support the role employees play as caregivers in their lives outside of work, and support needed to do so.
Examples of how employers can implement this Best Practice:
-
Be aware of and actively solve for common challenges that impact your workforce, including transportation issues and childcare.
-
Provide clear expectations to employees regarding scheduling, shift times, and other expectations. Allow employees to have input into scheduling and introduce flexible workplace policy whenever possible.
-
Develop consistent, clear onboarding processes and ongoing orientation/training opportunities.
-
Provide access to assistance programs and connect with WPOs to provide supportive services.
-
Regularly provide feedback to employees.
-
Promote internal Employee Assistance Program to help with challenges employees may face.
Who is Doing this Well?
As employers commit to this best practice and show improvement on it, we will share their information here.
BEST PRACTICE 6
Develop comprehensive onboarding processes that provide clear expectations, mitigate barriers, and support long-term employee success and retention.
Example of how this Best Practice connects to the Guiding Principles:
Build and Support Community: Positive employment environments allow people to reach their full potential.
​
Address Structural Racism: Employers can build trust through consistency and transparency.
​
Address Trauma: Employers customize services for individuals, and be responsive to needs.
Examples of how employers can implement this Best Practice:
-
Assist employees in completing onboarding paperwork.
-
Be honest about workplace culture, barriers, and where and how it can be improved, and transparent about internal language/terminology.
-
Develop parent-friendly policies that take transportation and childcare needs into account, flexible options for time off, support for new mothers, etc.
-
Ensure that all processes are accessible, including providing computers for paperwork that needs to be completed online.
-
Provide opportunities for mentorship, especially for new employees.
-
Conduct 30-, 60-, and 90-day check-ins with employees.
-
Actively reach out to vocational schools and local colleges.
-
Develop learning and development pacts.
-
Recruit and promote from within, providing training as needed.
Who is Doing this Well?
As employers commit to this best practice and show improvement on it, we will share their information here.