Ways Employers Can Support Retention

No matter how long or short immigrant and refugee employees stay in their new home, most face numerous challenges in terms of adaptation, work integration, work promotion and work satisfaction. Both employers and employees may run into some cultural and language misunderstandings.

Some companies might not put much emphasis on the need to engage in good retention training. This does not mean they are diametrically opposed to such training, but they are unaware of its importance.

As the immigrant and refugee population is considerably increasing in the United States, on-the-job training tailored for employee retention is a crucial factor that helps employers retain employees in their company. It’s imperative for both employers and employees to better understand workplace behaviors, company’s policies, or communication styles. Investing in sustainable retention programs must be prioritized to make sure productive workforce

Why is it important for employers to focus training on retention programs? Filsan finds employee turnover costs company some fortune every time an entry-level employee leaves the job. To prevent the possibility of employee turnover and increase their job satisfaction, Filsan team offers personalized training sessions to our local industries that mainly hire immigrant and refugee employees.

Developing a Curriculum: Before we develop a curriculum for a specific company, Filsan team looks into the company’s current retention strategy, the cost and consequences of employee turnover, what worked or didn’t work so far, and many other underlying questions. It’s also important to examine ways to keep good employees and maintain working relationships.

Orientation: Filsan team recognizes how important it is to orient new employees in a language that does not confuse them. Sometimes, recently hired employees who have limited, or no English skills may find orientations and employee handbook confusing. To prevent further confusion, employers can provide translated handbook that describes their company’s policies, procedures and practices. Once they fully grasp their job’s primary duties and responsibilities, the chance to work hard is highly possible. After having talked to some employers, Filsan team understands the new employees may pretend as if they fathom all company’s policies while they don’t. This leads future misunderstandings in the workplace.

Training: Once the new employees hired, companies can hire professionals who are able to train both employers and employees.

For employers, Filsan has done so much to provide customized training to top managers to better understand the culture and faith of their new employees. This gives them an opportunity to learn the rudimentary knowledge of their employees’ communication style, religion, spirituality, Islamic dietary laws, health benefits.

For employees, Filsan has done numerous training that covered from punctuality, performance, observance of the company’s work ethics, comprehension of American laws and values.

Once employers and employees are properly trained, each group understands the others’ rights and responsibilities. The aim of this is to strengthen and build a strong mutual relationship, foster an environment conducive for excellent work, loyalty, career growth and professional skill development.

Another advice that Filsan offers to our managers of the local companies is to initiate in-the-house-ESL training for employees. This type of training will help the new employees communicate better with their peers and managers.

Lastly, companies can allow their workplace free from discrimination

Communication: Customarily, communication and clarity are two vital components to better employee retention strategy. Studies show open employer-employee communication brings reliable performance. Filsan encourages all companies to foster effective workplace communication and create a recruitment and retention policy.

  • Identify the most hardworking talented employees
  • Incorporate your company’s vision and mission inclusion and diversity roles
  • Train supervisors to better understand basic cultures of their employees
  • Communicate constructively
  • Address workplace situations
  • Provide customized language training
  • Show good leadership
  • Create an atmosphere that encourages your employees
  • Encourage employees to ask questions
  • Express grievances if they face work-related racism and discrimination
  • Don’t judge them
  • Reward, promote and recognize good employees
  • Mentor and sponsor employees to work in high managerial positions
  • Ensure employees to get the opportunity to take part in decision-making meetings
  • Allow some flexible schedules so your employees will be able to observe religious practices

Filsan team understands the importance of focusing on a better retention at the workforce. In a nutshell, companies with a diverse workforce are better able to attract top talent and expand their market clientele, employee satisfaction, and decision making, employee good performance, and loyalty to their managers.