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Engaging and Developing Hispanic Frontline Workers

Sep 15, 2022 11:51:33 AM

Media Posts - 2022-09-15T115100.710

Approximately 70% of the current US workforce is concentrated in frontline jobs with Hispanics representing 14% of those workers.

A recent McKinsey report reveals that Three of four frontline workers want to be promoted but less than one in four achieves it.” It also found that frontline hourly employees report the “lowest overall feelings of inclusion of all employees in the workforce, and differences in inclusion emerge as they climb the corporate ladder.”

We recognize this as a tremendous opportunity for companies to fill talent gaps and drive retention.

There are several ways to engage, retain and develop Hispanic employees:

  • Focus on well-being. In a McKinsey survey, Latino frontline employees cite a lack of support for employee well-being as a key reason for leaving their jobs. 45% of hourly employees don’t believe their company encourages them to take advantage of work-life policies without jeopardizing their employment or career advancement.
    • Talk to your employees about how they are feeling, and the challenges they may be facing that may be preventing them from performing at a high level or may be contributing to burn-out. Remind them of the resources and benefits available to them.
  • Develop a career plan and goals. Ask employees what their interests might be and discuss future opportunities for advancement. Analyze existing skills and create a plan to develop new skills to meet their individual goals.
    • Incorporate these goals in the evaluation process – don’t set goals and forget about them! Provide feedback and encouragement as the employee works toward their goals.
  • Assign a mentor or sponsor. According to the McKinsey report, Latinos “report the second-lowest level of sponsorship, a crucial element in advancement.” Managers can assign employees a mentor or sponsor with expertise in the position or department the employee aspires to transition to. A mentor will be able to answer questions the employee might have, recommend opportunities for skill development, and provide encouragement in their journey.

With the Truvelop app, managers can evaluate performance, track employee goals and progress towards them, aggregate data in one place for future reference, foster two-way, virtual communication with frontline workers including sparks of encouragement, and survey employees quickly and easily.

Contact us today to learn more about our modern approach to performance management and development that actually improves the manager and employee relationship by taking your managers to the next level. Don’t just take our word for it, see what our Customers have to say. 

Isabelle Clavelli

Written by Isabelle Clavelli

Social Media and Marketing Intern

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