Through its transparent approach to communications, KenCrest has emphasized the importance of employee feedback and understanding across all levels of the organization.
By Maggie Mancini
As part of its commitment to active, inclusive engagement with its employees, KenCrest has spent the past year working to foster a “leader-leader” culture, emphasizing empowerment with opportunities for internal growth at all levels of the organization.
The organization has implemented several key initiatives this year, which have helped to increase hires by 26%, reduce ghosting of hires by 50%, improve year-over-year retention by 25%, improve the 90-day retention rate by 86%, and reduce voluntary turnover by 19%. These initiatives, led by talent acquisition and development teams at KenCrest, included:
- a restructure of the HR team;
- updated physical screening process;
- digitization of employee records;
- introduction of university partnerships;
- an overhaul of new hire operational training that includes customized role content;
- a 30-day check-in survey for new hires;
- a book club series to support employee creativity; and
- a comprehensive conflict management training for more than 200 supervisors across the agency.
One of the central focuses within KenCrest is its family-orientated environment, underscored by transparency and communication. Through the company’s weekly town hall meetings, weekly blogs written by the CEO, monthly “Lunch and Learns,” and new business idea campaigns emphasize the importance of employee feedback and open communication across all levels of the organization.
Outside of the professional development and growth opportunities available to KenCrest employees, including loan forgiveness programs, tuition assistance, university partnerships, and leader-leader training programs, employees can hear directly from colleagues about their unique career stories.
KenCrest won the HRO Today Association North America Award for Best in Class: Innovation (non-technical).
