The Top Employee Retention Strategies

Uncategorized Mar 30, 2022

If only the Great Resignation could be converted into the Great Retention of employees. For the time being, the job market's volatility has made this a common scenario:

You're at a loss when a top performer abruptly resigns. While you look for a replacement for their colleague, you rely on your remaining team members to take on the more significant duty. That acts as a tipping point, causing people to consider leaving. At the absolute least, it may have an impact on staff morale, which could stifle work performance and engagement.

So now is the moment to double-check that your company is doing everything it can to boost job happiness and, ultimately, employee retention.

Why are employees quitting their jobs?

Exit interviews can give you significant insight into your company's employee perspective and help you figure out if your staff retention methods need to be tweaked.


The departing employee will most likely claim one or more of the following reasons for quitting their job:

  • Inadequate remuneration and perks
  • Overworked and feeling unsupported
  • Career growth is limited.
  • A more outstanding work-life balance is required.
  • Lack of acknowledgment
  • Boredom
  • Dissatisfaction with management
  • Concerns regarding the direction of the firm or its financial health
  • Discontent with the company's culture
  • Desire to make a difference

While the job market gives advantages to companies in particular industries and locations, candidates with in-demand talents will likely not have to look for work for long. Many businesses did not halt hiring during the pandemic, and those that did are already beginning to do so again.

If you believe your company is at risk of losing key employees, you must act quickly to strengthen your employee retention tactics. Here are 14 areas where taking purposeful action can assist raise employee job satisfaction and your capacity to retain valued employees:

1. Orientation and onboarding

From the beginning, every new hire should be set up for success. Your new employee onboarding process should teach them about the work and the corporate culture and how they can contribute to and thrive within it. This is a crucial first step that should not be overlooked. The training and support you provide from the start, whether in person or digitally, can set the tone for the rest of the employee's time with you.

2. Mentorship programs

In a remote work environment, pairing a new employee with a mentor is a terrific addition to your extended onboarding process. Mentors can help newcomers get acclimated to the organization, provide assistance, and act as sounding boards. It's also a win-win situation: new team members learn the ropes from seasoned personnel while providing their mentors with a fresh perspective.

Mentorship opportunities should not, however, be limited to new staff. Mentor-mentee connections can considerably help your existing personnel, your general employee retention outlook, and your team's job satisfaction.


3. Rewarding employees

Companies must pay their employees competitive compensation, which means that salaries must be evaluated and adjusted regularly. Even if your company cannot boost pay at this time, consider providing alternative forms of compensation, such as bonuses. Don't forget to improve healthcare benefits and retirement programs, as these can also assist boost employee happiness.

4. Benefits

Perks may help your company stand out to potential new workers and re-engage current employees while improving morale. According to research, flexible scheduling and remote work alternatives (as opposed to pandemic-related stay-at-home orders) are the rewards that many professionals cherish the most. Paid parental leave is also a massive plus for nearly a third of the polled employees.


5. Providers of wellness services

It's only good business to keep staff fit – intellectually, physically, and financially. Many companies have expanded and improved their wellness programs in response to the pandemic, allowing employees to feel supported and prioritize their well-being. Employee stress management programs, retirement planning assistance, and fitness class reimbursement are just a few examples of what your company could offer.

6. Continual performance feedback

Many employers are ditching the yearly performance review in place of more frequent interactions with team members. Talk to your employees about their short- and long-term professional goals in these one-on-one conversations, and help them envision their future with the company. While you should never make promises, you can't keep, discuss possible job progression situations with your partner and devise a realistic plan for achieving your objectives.

7. Communication

The epidemic served as a reminder of the value of effective workplace communication. Your direct reports should feel free to approach you at any moment with ideas, questions, or concerns. As a leader, you must ensure that you do everything you can to promote timely, constructive, and good communication among your whole team, including on-site and remote workers. To understand each team member's workload and job happiness, make sure you communicate with them frequently.


8. Education and training

You can assist employees in identifying areas for professional progress, such as the need to learn new skills, as part of delivering continual performance evaluation. As technology revolutionizes how we work, upskilling is more necessary than ever. As business requirements continue to grow, workers upskill to learn new talents and capabilities.

Make investing in your employees' professional growth a top priority. Allow them to participate in virtual conferences, reimburse tuition, or pay for ongoing education. Also, don't overlook succession planning, which may be a powerful tool for furthering professional development and developing leadership abilities.

9. Reward and recognition systems

Everyone wants to be acknowledged for their efforts. An employer's thanks can have a particularly significant influence in today's "anywhere workforce." So be sure to thank your direct reports above and above and explain how their efforts benefit the company. Some firms create formal award systems to encourage excellent ideas and creativity, but you may create attractive recognition programs even if you have a small team or a limited budget.

10. Maintaining healthy work-life harmony

What is the message your time management sends to your employees? Do you anticipate workers to be available 24 hours a day, 7 days a week? Job happiness requires a healthy work-life balance. People need to know that their bosses understand that they have lives outside of work and that maintaining a work-life balance is considerably more difficult while working from home. Employees should be encouraged to set boundaries and take vacation time. If late nights are required to complete a project, consider compensating them with additional time off.

11. Flexible Work schedules

Many organizations are bracing to assume that some of their employees will still want to work remotely, at least part-time, as business offices reopen following the pandemic's forced closures. Indeed, according to a Robert Half survey, one out of every three professionals who work from home would hunt for a new job if they were forced to return to the office full time.

So, if permanent remote work isn't an option, consider what you can offer staff sooner rather than later. A shortened workweek? Flextime? Maybe a part-time telecommuting arrangement? The following can help your team feel less stressed while increasing employee retention.

12. Change management that works

Aside from the pandemic's interruption, every workplace must face both good and bad change. During difficult moments, employees look to leadership for guidance and assurance. If your company is going through a significant transition, keeping your employees informed can help alleviate fears and manage the rumor mill. Make major announcements on your own or in a group call or meeting, and leave time for questioning.


13. A focus on collaboration

All of your staff should be encouraged to contribute ideas and solutions, not just the stars. Create opportunities for cooperation, accommodate individual work styles, and give everyone the freedom to make decisions and course adjustments as needed to promote teamwork.

14. Acknowledgement of major and minor achievements

Finally, highlighting significant accomplishments is an excellent way to encourage staff retention. Whether your team completes a large project ahead of schedule or a worker celebrates the fifth anniversary at work, take advantage of the opportunity to commemorate the occasion as a group. Even if you have to celebrate electronically, it may be a memorable and meaningful occasion.


These 14 employee retention techniques listed above are just a few ideas for improving employee happiness. This includes maintaining up-to-date market compensation and benefits requirements and best practices for creating an appealing workplace culture and effective manager-employee relationships. It's unavoidable that some staff members will depart your company sooner than you'd want. You can, however, make their decision a little more complicated. And, if those employees leave your company knowing they were respected and supported, they'll likely speak well of it and, who knows, maybe even return to work for you in the future.

By Justin Quigley
Human Capital Expert

 

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