Employee retention for long-lasting corporate success

Employee retention for long-lasting corporate success

by | Dec 14, 2023 | Information for companies

Employee retention is vital for present-day corporate management. It stands for the company’s efforts to establish a strong and durable relationship with its employees.

In today’s working environment, there is an imminent problem with employee discontent and a high churn rate. Employees often resign because they don’t feel appreciated, there is a lack of communication, or they don’t see opportunity for personal advancement. Resignations increase the churn rate and always have a negative effect on the company. To countervail this trend, there are various effective measures to create a successful and satisfactory working environment.

In this article, we introduce some of these measures and show what is needed to bind employees to the company on a long-term basis and keep up their satisfaction.


Effective measures for employee retention

Measures for employee retention include creating a positive company culture, recognising and rewarding accomplishments, development opportunities, and good working conditions. But what does it take to implement these measures?

The quintessence: a positive company culture

To establish employee retention, it is vital to create a positive company culture. Companies that regularly organise team-building events where employees come together in a relaxed atmosphere and get to know each other better, have predominantly satisfied employees. Lothary’s (2023) recently published reports address a paradigm shift in which companies realize that their staff is not only interested in getting their jobs done. Interaction within the team has a great influence on the company culture and employees attach great importance to a healthy working atmosphere, openness, and appreciation. It’s evident that meetings in which employees have the opportunity to openly talk about their experiences, issues, and ideas, can contribute to a healthy atmosphere.

Motivation is underrated: Why appreciation and reward systems are important

The employees’ willingness to work hard and long hours is often underestimated and is not rewarded accordingly. Especially in the healthcare sector there is a tough discussion on overtime work in hospitals. The Association of Swiss Medical Assistants and Senior Physicians (VSAO) has published alarming findings in a survey: nearly 70 percent of more than 3,000 respondents stated that they feel forced to work overtime and consequently feel exhausted. In healthcare, working overtime is quite common, but there is a lack of authentic appreciation for it.

Introducing reward systems has a positive impact on employee loyalty. Such systems help to show appreciation for the employees’ commitment in an adequate way. More and more organizations introduce programs like „Employee of the Month“. Whoever wins gets financial benefits like a raise, on top of the company-internal appreciation. The employee’s extrinsic as well as intrinsic motivation is boosted and contributes to the positive working atmosphere. A study by the University of Basel shows that employees feel more comfortable after having received a raise, an effect that eventually abates after some time. So, a financial reward is conducive to establishing successful employee retention, but it is not enough. Development opportunities are a key factor for employee satisfaction.

Bild mit 3 Kreisen, das die Weiterbildung von Mitarbeitenden darstellt

Talent management as a factor of success: Strengthening employee retention through career opportunities

Career-building opportunities are essential in every sector to reach the employees’ goals as well as the company’s. Even if the responsibility for career development is down to every individual, it can be a great advantage for the company to promote further education of its employees. Employers investing in talent management help their employees broaden their skills so that they are better prepared for their current tasks. It is even more valuable to do that both internally and externally. If the staff sees that further education and development is part of the company culture, it will strengthen employee retention.

The company can support individual development by offering training and further education programs, either in the shape of an internal training program or as the opportunity to study at an educational institution while working. Investing in talent management increases expertise and demonstrates the employer’s interest in the development of its staff. It is also important for the company to create clear career opportunities for its employees. Such measures are not complicated to implement but have a massive impact on motivation and loyalty. They endorse the individual’s career development and the growth of the company in the long run.


The importance of healthy working conditions and work-life balance

Everything discussed so far may become ineffective if the foundation in the company is deficient. Proper working conditions play an important role in terms of productivity and the well-being of the employees. This includes ergonomically designed work stations, decent lighting, healthy room temperature, and sufficient ventilation – all of which are basic requirements for a pleasant working environment.

Employees working in a comfortable and safe environment are more motivated and content. Therefore, it is vital for companies to create ideal workplaces in an inviting environment. These days it is also common to work from home. Despite the fact that opinions on remote work differ, it is a fact that employees appreciate it and that it contributes to good working conditions and a good workplace.

A healthy work-life balance becomes more and more important as part of motivating working conditions. Employees attach great importance to having enough time for their private life and the duties that come with it. Unfortunately, there is no universally valid way to arrange work and private life, but the following basic approaches should be considered within the company:

  • Protect staff from working overtime
  • Introduce flexible hours if possible
  • Respect holidays and recovery time
  • Support an open internal communication culture
  • Promote health
  • Keep scope of duties diversified


Flexible staff can disburden core teams

Healthy working conditions and a balanced work-life ratio are a crucial factor for content and productive employees. But even if the conditions are ideal, the pressure can be overwhelming in peak times or if staff drops out unexpectedly. This is a time when temporary hires can disburden full-time employees. This contributes to avoiding burnout and working extra hours and hence enhances employee satisfaction. Flexible staff helps companies adjust to the demand quickly and efficiently and helps to maintain a reasonable work-life ratio for the full-time employees. Flexible staff can also cover boring routine tasks so that full-time employees can concentrate on more important and complex tasks.

Further information

Bild mit 3 Kreisen, das die Mitarbeiterzufriedenheit darstellt

Measuring and recording employee satisfaction

To make sure that measures to improve employee retention and satisfaction are effective, the state of satisfaction should be evaluated on a regular basis. This can happen through polls or one-on-one interviews.

A company named Gallup has developed, after years of research, 12 questions to measure employee satisfaction that can be used in any company. These 12 questions can measure any aspect of satisfaction and allow you to take steps accordingly.

In addition, it is important to discuss detailed feedback and address possible adjustments in one-on-one interviews with superiors, for instance in relation to tasks or volume of work. It shows that the company is responsive to individual needs and to adjusting the working conditions to that effect.


Round-up

We have understood that employee retention is of crucial importance for today’s companies as it prevents dissatisfaction and a high fluctuation rate. Effective measures for employee retention include creating a positive company culture, appreciation, training opportunities, and good working conditions.



Coople can help disburden your staff

CoopleFlex enables companies to hire flexible temporary workers who disburden their core teams and create a better work environment. This strategy helps avoid working extra hours and improves the work-life balance and employee satisfaction. Flexibility and a systematic allocation of resources are key factors for successful employee retention and long-term success for the company.

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Coople receives ISO 27001 certification: A step towards enhanced information security.

Coople receives ISO 27001 certification: A step towards enhanced information security.

by | Nov 16, 2023 | Information for companies

In today’s rapidly evolving digital landscape, where data is immensely valuable, ensuring the security of information has never been more important. With the alarming increase in cybercrime and ever-evolving threats, organisations need a robust framework to protect their data and manage associated risks effectively. Coople recognises the importance of information security and has taken a significant step by achieving ISO/IEC 27001 certification. In this blog article, we’ll explain what ISO/IEC 27001 is and why it is essential in the current digital era.


What is ISO/IEC 27001?

ISO/IEC 27001 is the world’s most renowned standard for Information Security Management Systems (ISMS). It serves as a comprehensive framework that outlines the requirements an ISMS must meet. This international standard provides guidance to organisations of all sizes and industries, helping them establish, implement, maintain, and continuously improve their information security management systems. It’s important to note that while the certification is given out by UK authority, the credentials also apply to Coople Switzerland as they are recognised internationally.

Achieving ISO/IEC 27001 certification means that an organisation has implemented a system to manage risks associated with data security effectively, in accordance with the best practices and principles outlined in the International Standard. In essence, ISO/IEC 27001 certification is a seal of approval that signifies an organisation’s commitment to safeguarding sensitive information and ensuring the confidentiality, integrity, and availability of data.


Why is ISO/IEC 27001 important?

In an era where cyber threats are continually evolving and becoming more sophisticated, managing cyber risks can be a daunting task. ISO/IEC 27001 provides a structured approach for organisations to become more risk aware. It encourages them to proactively identify and address vulnerabilities in their information security systems, thus minimising the risk of data breaches and cyber-attacks.

ISO/IEC 27001 encompasses a holistic approach and is not limited to just one aspect of information security. An ISMS implemented according to this standard is a tool for risk management, cyber resilience and operational excellence and involves the assessment of not only technology and systems but also people and policies. This comprehensive approach ensures that all aspects of an organisation’s information security ecosystem are considered and strengthened.

ISO/IEC 27001 is therefore not only about risk mitigation, but also about improving operational excellence. By adhering to the standards and best practices outlined in the standard, organisations can improve their operational efficiency and build trust with customers, partners and stakeholders.


Conclusion

Our recent achievement of ISO/IEC 27001 certification is testament to Coople’s commitment to protecting the security and integrity of its own data and that of its users. In today’s digital age, where cyber threats are an ever-present danger, ISO/IEC 27001 provides a solid framework for organisations to safeguard sensitive information and strengthen their cyber resilience. By complying with this standard, organisations not only protect themselves from potential security breaches, but also improve their operational excellence.

It’s a step in the right direction towards a safer and more reliable digital landscape. Coople is committed to protecting the integrity of your data so you can keep your business moving! 


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The importance of a fast recruitment and selection process

The importance of a fast recruitment and selection process

by | Aug 25, 2023 | Information for companies

The workforce shortage continues to concern many companies in the UK. Therefore, it’s crucial to establish a simple and efficient recruitment and selection process to avoid additional costs, time loss, and inefficiencies. In this article, we look at the importance of fast recruitment, the impact of a slow process on a company, and how Coople streamlines recruitment processes to be faster and more efficient.


What does a recruitment and selection process consist of?

Typically, there are 4 stages of recruitment. These include, as a first step, the evaluation and determination of the desired profile. Once the skills and experiences needed have been defined, the job advertisement is published in a second step. Subsequently, the review of applications, telephone interviews or initial applicant assessments, conducting interviews, obtaining references, and finally, the hiring of candidates follow.

A well-structured recruitment and selection process enables a company to identify, evaluate, and hire the best candidates without losing valuable time. As the stages of the recruitment process extend, so do the costs. Hence, it’s vital to streamline the hiring process to be as efficient as possible, without compromising the quality and quantity of applicants. But how can this be achieved?


The time it takes to fill a position and the difference between time-to-hire and time-to-fill

Within talent acquisition, two terms that are frequently mentioned are time-to-hire and time-to-fill. These two terms refer to recruitment metrics. While they can vary from company to company and industry to industry, they can still offer valuable insights into the efficiency of existing hiring processes, potentially leading to optimisations.

The term time-to-hire describes the time frame (number of days) between the posting date of a job and the actual filling of the position. Therefore, time-to-hire reflects the efficiency of the hiring process from the candidates’ perspective.

On the other hand, time-to-fill measures the time between the job request to the HR department and the actual placement of the vacant position. Consequently, it provides an overview of how long the entire recruitment process takes from the company’s point of view.

Both time-to-hire and time-to-fill can vary significantly based on the industry. Moreover, the different skills and requirements for positions, as well as the levels (Junior/Senior), need to be considered.


The negative impact of a slow recruitment and selection process

A slow progression through the stages of recruitment can have several negative effects on the company.

Firstly, costs rise significantly when the hiring process is prolonged, as additional expenses for HR services and time losses quickly become a substantial financial burden. Consequently, companies waste resources that could have been better allocated to other areas of higher urgency. Existing teams experience reduced productivity and must take on additional tasks from their colleagues.

Long waiting times for feedback can cause uncertainty, as applicants do not know whether their interest has been noticed or what their chances are.

Many candidates often explore opportunities with not just one, but multiple companies simultaneously. Qualified candidates may lose interest in a position and opt for other job offers while the company is still in the evaluation stage of the recruitment process. This leads to the potential loss of valuable talent, potentially resulting in unfilled positions.

Additionally, the company’s reputation may suffer if applicants share negative experiences from the application process online.

All of these scenarios should be avoided.


How Coople makes recruitment and selection processes faster and more efficient

Coople provides flexible staff for temporary positions through their digital platform. Often, there is an immediate need for staff due to factors such as an employee falling ill, unforeseen or seasonal demand spikes, or core teams being overloaded. Flexible staffing solutions are needed and speed is essential.

On average, companies receive initial applications for open temporary positions posted on the Coople platform within a matter of hours, allowing them to hire suitable workers within a few days. As a result, the time-to-hire is remarkably efficient.

Quick and immediate hiring decisions have a strong impact on the commitment and motivation of the workers. Responding quickly to applications and hiring suitable candidates creates a positive dynamic that is reflected in job satisfaction and employee engagement.

To remind companies to hire quickly, Coople actively highlights on the platform how many applicants are currently waiting for a response.

Screenshot of the Coople Platform showing the overview of applicants waiting for feedback.
What does Coople do differently?
Thanks to digital capabilities, companies can post job openings within minutes and immediately access a pool of over 350,000 registered workers. All candidates are already validated for their stated qualifications and work permits.

Unlike traditional staffing agencies, Coople offers an incredibly fast service around the clock, along with maximum transparency regarding the education and experience of workers. Companies independently publish their vacancies on the Coople platform or through the Coople for Business app, specifying the hourly wage they are willing to pay for the job. Subsequently, the Coople platform matches the staff needs with the most suitable candidates in real time. Flexible workers view jobs in their area and apply for shifts they’re interested in. The client reviews the applicants and makes selections.

Costs only arise when staff is actually hired. These are calculated based on the defined wage multiplied by a low fee factor. This includes the wage, national insurance, pension contributions, holiday pay, and apprenticeship levy.

Unlike other staffing providers, the client doesn’t receive an unknown employee at a predetermined price from the provider. Instead, they determine the terms and select the most suitable candidates themselves. If workers prove themselves, they can also be informed of future job opportunities directly through favourite worker pools or be transitioned to permanent positions through the “Try and Hire” principle.


Maximize Your Time-to-Fill

A fast and successful recruitment and selection process is crucial for any company to attract qualified candidates, especially when immediate needs arise. The longer the recruitment process takes, the more likely qualified applicants are to lose interest or opt for other job offers. Find out more about Coople, create a free account today, and save yourself the cost and trouble of recruiting.

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Coople, on the way to becoming the largest Swiss worker community, breaks the 600,000-user mark.

Coople, on the way to becoming the largest Swiss worker community, breaks the 600,000-user mark.

by | Aug 24, 2023 | Press

Coople, the leading platform for digital staffing, has set a record by reaching the milestone of 600,000 registered workers. This achievement reflects the company’s exponential growth over the past few years. Coople recognized the trend towards digital recruitment at an early stage, consistently followed this approach, and has now built Switzerland’s largest worker community. In just one year, the company has registered over 110,000 new users.

Yves Schneuwly, CCO of Coople, describes the success story as follows:

“Coople was born in 2009. Our digital platform was designed from the outset for temporary work. As a global pioneer and trailblazer in the field of staffing innovation, we open completely new perspectives for flexible workers. Our cutting-edge product features set the standard and are unparalleled. This takes us to a new level of understanding and application of technology that directly impacts the user experience. The fact that our workers appreciate this is evident from our growth figures. We are currently experiencing an increase of almost 10,000 new registrations per month.”

This impressive increase in popularity has attracted interest from a wide range of industries. As more and more companies from different sectors join the platform and independently use its innovative staffing solution, Coople continues to bridge the gap between qualified workers and companies, demonstrating its ongoing commitment to its core mission: matching talented workers with the right companies at the right time. For the seventh year in a row, Coople has received the highest rating in the category ” Best Recruiter for Temporary Work 2023″ from Handelszeitung, PME, and the statistical company Statista.


Flexible working remains popular

The international “Global Talent Study” of 2021 shows that 84% of employees in Switzerland would like to be able to benefit from flexible working hours. A recent survey by swissstaffing also shows that more and more people are consciously opting for temporary working models. According to the study, the meaning of work, autonomy, and work-life balance have become more important, while the desire for security remains constant. Temporary work serves as both a bridge to permanent employment and provides optimal conditions for workers seeking more flexibility. An internal survey conducted by Coople in June confirms the trend: 80% of respondents wish to work flexibly, at least partially.

Particularly in times of skills and labour shortages, the unlimited flexibility that Coople offers its employees is a vital tool in attracting, retaining, and even reintegrating people who want to return to work. Combined with its commitment to matching qualified workers with the right companies, the company has firmly established itself as a leader in the digital staffing industry. Since August 2011, the Coople Jobs app has been publicly and freely available. Workers can use it to find temporary jobs according to their preferences and flexibility.

On a European level, Coople is in the final stretch of the race to one million registered workers. The company is expected to reach the seven-digit user milestone before the end of the year.


About Coople

Since its founding in Zurich in 2009, Coople has developed into Europe’s largest digital
platform for staff leasing with over 950,000 registered workers and 30,000 companies. The
company places flexible workers for short- and long-term assignments in the areas of
healthcare, gastronomy, hotel business, retail, aviation, logistics, events and promotion as well
as in the commercial sector.

Coople is named “Best Recruiters for Temporary Work” once again in 2024.

Coople is named “Best Recruiters for Temporary Work” once again in 2024.

by | Apr 4, 2023 | Press

Coople has received the award “Best Recruiters for Temporary Work” for the 7th time running.

The annual survey to find the best staffing agencies in Switzerland is conducted by the Handelszeitung and the statistics company Statista. Coople received the highest rating in the category “Best Recruiter for Temporary Work”.

Yves Schneuwly, CCO of Coople,: “The seventh consecutive award as Best Recruiter for Temporary Work is a great success for Coople and underlines our commitment to keep improving every day. We have a unique growth story that has shown us that we now play in the same league as the big traditional competitors. As a digital-native, we are in a unique position to lead the candidates, the hiring companies, and the industry into digital staffing and we see its digitalisation as an opportunity to improve efficiency, quality, and transparency for all parties involved.”

Between the 11th of September and the 3rd of November 2023, Statista asked HR managers of companies, recruitment agencies, and candidates about their experience with staffing agencies. More than 7,000 HR managers and recruitment agencies received an invitation to participate in the online survey directly by email. These results were then used to identify the best recruiters.