John Caldwell, Workforce Consultant for Job Service Kalispell, believes an innovative approach to retention can help local companies avoid the challenges of the current labor market.

Caldwell maintains a “dynamic list of retention strategies” that he is confident can help area employers avoid the pitfalls of the so-called “great resignation.”

Primary among Caldwell’s strategies is an emphasis on company culture.

“I truly believe you have full control over that, your brand and your culture,” said Caldwell at a Kalispell Chamber of Commerce Luncheon on Tuesday, Feb. 15.

Caldwell stressed the importance of maintaining a positive brand image both internally and externally. One part of creating a favorable image, Caldwell said, is to track social media pages, particularly for negative comments.

“If you can monitor and make comments back on social media, that goes a big way for your public image,” he advised.

Updating job descriptions and rate of pay is another crucial adjustment Caldwell suggested employers should keep in mind.

“It’s very important to make sure you are paying the right wages and preventing job hopping from job to job for just a minor pay increase,” he said.

Caldwell added that accurate job descriptions help employees avoid burnout.

If job descriptions don’t match current job responsibilities, Caldwell said, employers should look to retrain their employees so they don’t feel stressed out. Caldwell also suggested upskilling and cross-training existing workers to maintain a healthy workforce. He said Job Service Kalispell partners with FVCC and ImagineIf Libraries to provide cross-training.

Caldwell also advised employers to talk to Job Service Kalispell about funding opportunities for training and to streamline various processes, since Job Service has a lean process expert in-house.

Providing ongoing training for supervisors is just as important as upskilling their subordinates, Caldwell added. “It’s very important to provide ongoing support for your employees,” he said.

Caldwell also emphasized the role feedback can play in a work relationship. He cited a Forbes article that stated 65% of employees want more feedback than they currently get.

He suggested employers adopt open-door policies and maintain 360-degree feedback systems, which utilize feedback from multiple sources. Roundtable discussions and all-hands meetings are other important communication and feedback strategies, Caldwell said.

“Employees most certainly want feedback,” he reiterated.

Employees also want to feel that their job is important, Caldwell noted. “I think it’s very important to make sure you explain to your employees what they do makes a difference, no matter how big or how small that is,” said Caldwell.

He said workplaces that experience high turnover are often places that have lost sight of the importance of their work.

When it comes to employee recognition, Caldwell said to make sure an employer knows the ways employees like to be recognized.

In terms of scheduling, Caldwell urged flexibility. He said some workplaces offer a week consisting of four 10-hour days or a split schedule. He also advised employers the Montana Department of Labor and Industry has a remote workforce toolkit that can help with remote work.

Caldwell also offered a few “out-of-the-box ideas,” like an internal employee referral bonus, retention bonuses, quarterly pay increases, stipends for housing or daycare, and free food.

Reporter Bret Anne Serbin may be reached at 406-758-4459 or bserbin@dailyinterlake.com.