Make Yourself Accessible to Everyone Who Needs Help, or Simply Guidance
An employee friendly environment in the workplace goes a long way towards assuring employee retention. You and your team members should be accessible to clear doubts which might affect people. Not clarifying doubts, be they as simple as the policy of the company with regard to paid leave as opposed to leave without pay, could lead to chaos subsequently. In organizations where some personnel may be eligible for lien to complete higher studies, this confusion might lead to their leaving the organization because they were unaware of the relevant rules and company policies in this matter.
Identify What Inspires Loyalty Among People at Work
It is a truism that people follow a leader, and they leave bad managers, rather than the company where they work. Employee engagement, and corresponding retention is higher where the leaders ― the top management ― managers, departmental heads, and team leaders keep a finger on the pulse of the team. Such people would always know when the team is facing a roadblock which could derail targets. They would also have solutions for problems, or else they would encourage brainstorming sessions to throw up options for handling the challenge facing the team. They would ensure that nobody steals someone else’s credit ― the biggest turn off for star performers.
Offer Career Growth Options
An individual who realizes that sticking with the current employer offers more career growth options than changing jobs every now and again will definitely prefer to stay, unless the compensation package being offered by someone else is more than 20 percent more than the current one. Remember, there will be folks who would be willing to make a lateral move, if they perceive that they would have greater career growth options, or would be able to rise faster in the new organization. Whether it is grooming the more promising people for positions of responsibility and power, or enabling those who are interested in doing so to upskill.
Understand the Importance of Coaching and Feedback
At review time, it helps to be empathetic, and be able to put yourself into the other person’s shoes. If you need to give negative feedback, avoid making it sound like a personal attack on somebody’s capabilities. The review should sound as though you are genuinely concerned for the employee’s future which can be jeopardized if certain weak areas are not taken care of. You definitely want to come across as desirous of their being successful. As a savvy HR professional, you might find that helping certain personnel to reskill might actually help people keep their jobs, especially in the present day scenario with layoffs occurring at an alarming rate.
Takeaways
- Employee retention is as important as talent acquisition.
- This requires savvy engagement with prospects likely to look for greener pastures.
- Be accessible to anyone who needs to discuss matters pertaining to how the organization runs.
- Strategize to encourage career growth. These could be through upskilling and reskilling.
- Understand the value of coaching, and of giving reviews which lead to self-improvement.
