It starts with the recruitment process.
Hire the right person and they are more likely to stay.
Hire the wrong one and they will likely leave at some point.
Roy Osing in his article: ‘How To Have Employees That Never Leave,’ suggests to use your strategic game plan and values as context for who you hire. You want an employee who has the appropriate combination of relevant skills and experience to execute your strategy and live your values.
Therefore, ensuring that you look for winning qualities in all new staff members should be top of the agenda.
With the right mentality, your new recruits will achieve far more both individually and as part of the team.
The key is to hire someone who is in alignment with your business goals and culture. However, even if you hire a person who is in alignment with your strategy and values, you can still lose them based on how they are treated in your working environment, or the job that falls short of what they believe you promised.
Employees want to be empowered to perform their role. Command and control is defunct; servant leadership is new organisational norm.
Everyone wants to improve, and feedback-based performance assessment can accomplish this. By providing feedback you are showing you care and when someone feels like they are valued or cared about they instantly become more engaged.
Also it will help chart a career development plan, reflecting current performance and the potential for the individual to assume future opportunities.
Richard Branson, says you should train people well enough so that they can leave but treat them well enough so they don’t want to. Ultimately, if they can see that their career is heading to bigger and better places under your guidance, they’ll have every reason to stay.
The key in retaining employees is to satisfy their basic needs: pay and benefits.
An employee’s compensation and benefits package is a crucial factor in their job satisfaction. Do your best to make sure your employees have the best packages possible. When your employees know that you care about their wellbeing, they’re more likely to work harder for you and stay longer.
Creating an environment of open dialogue in the workplace is essential for both attracting and retaining top performers, as well as fostering a collaborative engagement culture.
The term ‘employee engagement’ is open to translation:
An employee that is engaged is far more productive, effective and efficient compared to an employee that isn’t.
They work with a smile, they collaborate with others, they communicate well and they outperform.
Listening to questions, addressing concerns, providing feedback and implementing suggestions are benchmarks for effective leadership.
According to business experts at The Office Club, an emphasis on communication makes employees “feel valued, satisfied and motivated” which enhances their morale and increases their output.
Communication is the heartbeat of business, as well as modern technology. Incorporate team messaging Apps that can be utilized by cellphones, tablets, and PCs to encourage greater synergy. After all, a team that works together succeeds together too.
This collaborative form of company culture is beneficial at the management level too because, as The Office Club also indicates, “this helps your business by fixing issues that might arise. Open communication is a win-win because it keeps you in-the-know and helps others feel connected and accountable.”
Jessica Thiefels offers some practical ways to make communication the norm in your company culture, boosting morale and increasing the rate of employee retention.
Combine Information and Inspiration to educate and update your employees on developments, while showing all team members that they’re important to the growth, success and profitability of the company.
Practice Engaging Speaking and Listening: In fact, 60 to 93 percent of your message is delivered via these non-verbal cues, according to Office Body Language: 5 Cues You Should Know.
Address each conversation as a mutual exchange of ideas in which all participants are granted the space and freedom to articulate their thoughts in a constructive manner.
“A true brainstorming session is an “anything goes” platform, where those involved can throw out any ideas, no matter out wacky or unconventional they may seem. With no rules about what can be put on the table, brainstorming can generate some awesome solutions,” says Sheevaun Moran, business adviser and master coach.
Above all else, it’s important to employ a suitable code of conduct throughout the business. Knowing there is consistency and fairness throughout the company strengthens the employer-employee bond. .
Pay Attention to Millennials
Millennials have become the majority generation in the workforce, and is only going to rise as more and more of the prior generation retire and more and more millennials graduate from college and start looking for work.
Carol Evenson, a business consultant contests that when millennials feel like they can contribute their ideas and they’re considered valuable, they are more likely to stick around.
They prefer to have the creative freedom to complete a job the way they know they can. As long as there’s a specified deadline and tools to get the job done, most millennials prefer the freedom to get it done their own way.
If it’s a job that can be completed from home, or one that involves minimal time interacting with others, give them their space to work and perform at a high level. They are smart enough to know that this is a privilege, and one that won’t be maintained unless they deliver.
More flexibility means more contentment which means better engagement. That’s a win all round.
Encourage fun and try to get creative about ways your employees can feel connected and productive yet still enjoy themselves.
Invest in the growth and development of your staff. Millennials appreciate companies that promote professional growth and development, and this will simultaneously improve the quality of work you receive from them.
They respond better when a company makes a more concerted effort to improve its communication policies, while also ensuring there are great atmosphere and culture in the workplace.
Other trends that millennials aspire to, is this idea of share purpose and fulfillment, which is often associated with working in companies that get involved with great causes.
Finally, according to Paula Clapon, people leave company’s because their boss was abhorrent. Bad bosses are the reason for high staff turnaround.
So be compassionate. Show that you understand your employees. Be authentic, lead with integrity, display shared purpose by helping those around you, inspire, take responsibility, hold others accountable, and show empathy.
The importance and necessity for employee engagement activities is key for employee retention. But where do you start?
It’s often this blockage that leads to inaction and the continuous disengagement curve that affects not only employee morale, but productivity, workplace environment and, eventually, business outcomes.