How to manage low wage workers in your business?
Businesses have been going astray when it comes to weighing in the roles of low wage workers in their firms. Right from recognizing their contributions and overlooking practices that could improve their productivity to encouraging them to stay for a longer period of time in the organization.
When businesses start focusing on elements that could enrich the experience of low waged workers such as, skill building, on-the-job-feedback, career development and mentorship can enrich the lives of low wage workers. Employers must be aware that the denial and neglect shown towards low wage worker not only hurts them but can cost them directly and indirectly as they may face low retention rates, higher absenteeism, a larger reliance on third party agencies to acquire temporary workers, training and recruitment costs, damaged reputation among job seekers.
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Benefits of better management of low wage workers
There is a myriad of benefits organizations can reap if they manage low wage workers better and are given the right guidance and mentorship to develop and grow with the organization. Not only do they grow personally and professionally but also work for the organization’s greater good.
But how do employers benefit out of it?
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How can you manage low wage workers better?
There are various management practices involved that can aid you in managing low wage workers effectively.
1.??Provide them with effective training
Low wage workers are paid less for a reason. One of the main reasons could be their lack of skills required to do certain mainstream tasks. By providing them with the right training,
-??you help them acquire crucial skills giving them an opportunity to grow and earn more.
-?Develop working relationships with acquaintances motivating them to stay on the job
There are several ways you can offer them effective training,
-?Use mobile on-the-job training technologies
-?Use computer-based systems to provide short-burst, job specific skills training
-?Conduct workshops, mentoring programs if required
Depending on the needs and preferences of low wage employees you can incorporate several types of training methods.
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2.?Offer better compensation
Of course, better compensation is the biggest motivator for all employees alike, but it is especially a bigger motivator for low wage workers for obvious reasons. Compensating low wage workers fairly results in loyal and motivated employees as they feel they are rewarded for the work they do. Some other forms of compensation are bonuses, benefits, discounts etc that demonstrate your care and commitment towards them.
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3.?Create a fun, positive work environment
A supportive, fun work culture motivates employees to work better, as they feel better engaged in such an environment. But what exactly is counted as a positive environment? When a workplace culture values diversity, inclusion, collaboration and feedback, workers automatically feel safer and much more valued.
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A good work environment fosters a sense of belonging, trust and empowerment which is especially important for low wage workers.
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4.?Highlight the importance of their work and its impact on the productivity of the organization
Employers often overlook the importance of highlighting or letting the low wage workers know how important their work and efforts are, and how it impacts the organization’s productivity. It's essential that low wage workers know and understand that what they do is just as important as those who are working at higher level positions in the organization. As employers it is important to show them that what they do is exceptional and play a crucial role in deciding the success of the organization.
It helps to frequently remind them as to why their role matters and what makes them a special part of the organization.
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5.?Offer employees flexibility
Low wage employees often, may have other burdens and responsibilities in their personal lives related to family, friends, health or other issues. And time to time it would probably help if they had some time off to take care of these extra work loads. Offering them flexibility can not only help them balance their work and life commitments but also increase productivity at work. By flexibility we mean, when in need, offer them remote or hybrid work options, flexible schedules etc.
But its best to ask your employees what they prefer, because everyone have different commitments that require distinct flexible solutions.
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6.?Offer real opportunities that could advance their careers
Low-wage workers are more engaged and likely to perform at a prominent level when they see real opportunities for advancement. Show team members how their current roles can lead to positions like team leader, supervisor, or manager within the company. Encourage them to pursue further education. Make career paths within your organization clear and attainable for frontline workers, outlining the necessary experience, skills, and other important qualities. Highlighting the success of outstanding team members who have been promoted within the company can inspire all employees to strive for their own advancement. Use technology to enhance and make these efforts more visible. Skills management tools can streamline the progression process, but ensure you select a tool proven effective in similar facilities.
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7.?Facilitate better communication from the top-down
One of the most effective ways to advance low wage workers is by creating and offering clear career pathways, detailing specific learning and development opportunities and provide them with the right mentorship. But for these plans to take root the initiative, the messaging, and the trust building must start at the top. The more that organizations communicate information about career development opportunities, the more trust workers will have in the process and their employers.
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Conclusion
Low wage workers or frontline workers perform a variety of critical tasks in organizations, yet companies have long been under the assumption that these workers are in “bad jobs,” and that high turnover and low morale are inevitable. But it's high time that this mindset changed. Organizations must gain a better understanding of their workers and recognize their importance as a valuable resource. While many companies have developed effective strategies for attracting and retaining high-level talent, it’s time to extend these approaches to improve the prospects of those at the bottom of the organizational pyramid—the essential foundation on which everything else depends.
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