Decrease in staff turnover. 10 tips
How would you feel about a higher employee retention rate in your company?
I don’t know about you, but I don’t know a single HR specialist who wouldn’t think about it.
In fact, employee retention is without a doubt one of the most tense challenges facing most HR departments, and the situation is unlikely to begin to change for the better in the future.
Moreover, with the advent of the era of millennials, which become the main part of the workforce, the scale of the problem will only grow, since the representatives of this generation are characterized by a constant change of work.
Here are some tips to help slow down the revolving door in your company. Some may be familiar to you, some may not, but each will help inspire the long-term loyalty of your best employees.
I understand this paragraph is not a revelation to anyone, but it is very important.
The best way to ensure that an employee doesn’t get away from you is to be sure from the very beginning that you are hiring the right people.
Clearly define the role of the employee - both for yourself and for him. After that, make sure that the employee clearly corresponds not only to his professional role, but also to the corporate culture.
It happens that even following this advice, we hire employees who, no matter how hard we try, just don't work. It doesn’t matter how efficiently they perform their work, employees who do not fit well into the team have a bad influence on the corporate culture, and this raises doubts among other employees about this culture itself.
Such people are likely to do more harm than help in the development of the company. Get rid of them.
Not for nothing is this approach promoted by many successful companies: Apple, Google, Virgin or Zappos, which even offers a significant amount of care after training employees, thus eliminating “not their” people.
Encourage the prosocial behavior of your employees. If you give your employees the opportunity to interact through acts of generosity, nobility, altruism and expressing gratitude, employees will be healthier, happier and with less desire to leave their usual and comfortable place.
By motivating people to constantly express a positive, respectful and attentive attitude towards each other, you give employees a sense of ownership and responsibility towards the company.
Show your employees that they are important, from the point of view of work, and are worthily evaluated by the employer. Show them your recognition in real time, celebrating their success and contribution. Let it be something special, individual, socially significant.
Express your gratitude with a real tangible reward, not necessarily material, and you will also be rewarded with the loyalty of your employees.
Today's employees crave flexibility in finding a work-life balance.
This directly affects the effective retention of employees. Over 50% of managers of modern companies note the positive impact of a flexible work schedule on employee retention.
And more and more companies are using these principles.
Statistics show that if you do not give employees flexibility regarding hours and place of work, they can easily go to the one who will give it.
This seems obvious, but for many leaders, interest in employee engagement is limited to internal test results. But conducting a survey once a year is not enough!
You must take action based on these results and work all year to build a culture of engagement and interaction in your company.
For many executives, “employee happiness” may not sound serious enough, but many companies confirm that this is a very important aspect.
The happiness of employees is an important indicator of job satisfaction and its compliance with their values, which means their return and attendance.
Investing in the happiness of your employees will soon bring you dividends in the form of involvement, productivity and, of course, retention of employees.
The growth opportunity for employees, in their opinion, is of great value.
A recent survey by the Cornerstone recruitment agency reflects a direct link between a lack of development opportunities and an employee’s growing intention to change jobs.
If you are not developing your employees, then you are not investing in them. And if you do not invest in them, then why should they stay with you?
For most employees, annual and quarterly assessments of their work are nothing more than a waste of time, and most importantly, they are not motivation.
In Russia, the practice of "performance review" is not yet very widespread, therefore, this issue must be approached very carefully. The main thing is that such evaluations are designed, including to increase confidence and strengthen relations with staff.
Constantly work on improvements in staff performance management through adjustments to assessment methods and you will see how trust and satisfaction of employees grow.
One of the key factors affecting the involvement and satisfaction of employees, according to many experts, is the awareness of the purpose and significance of their work.
Provide employees with a clear vision of the desired result and you will increase their sense of belonging and loyalty to your company.
Finally, do not discount respect when it comes to creating a unifying corporate culture.
There is more than one study that has shown that a lack of respect in the workplace is one of the key factors when changing jobs.
Look for ways to develop and cultivate respect in the workplace, and it will return to you with more effective retention of employees.
Published jointly with Daria Orlova.
I don’t know about you, but I don’t know a single HR specialist who wouldn’t think about it.
In fact, employee retention is without a doubt one of the most tense challenges facing most HR departments, and the situation is unlikely to begin to change for the better in the future.
Moreover, with the advent of the era of millennials, which become the main part of the workforce, the scale of the problem will only grow, since the representatives of this generation are characterized by a constant change of work.
Here are some tips to help slow down the revolving door in your company. Some may be familiar to you, some may not, but each will help inspire the long-term loyalty of your best employees.
1. Hire the right people. Dismiss those who don't fit
I understand this paragraph is not a revelation to anyone, but it is very important.
The best way to ensure that an employee doesn’t get away from you is to be sure from the very beginning that you are hiring the right people.
Clearly define the role of the employee - both for yourself and for him. After that, make sure that the employee clearly corresponds not only to his professional role, but also to the corporate culture.
It happens that even following this advice, we hire employees who, no matter how hard we try, just don't work. It doesn’t matter how efficiently they perform their work, employees who do not fit well into the team have a bad influence on the corporate culture, and this raises doubts among other employees about this culture itself.
Such people are likely to do more harm than help in the development of the company. Get rid of them.
Not for nothing is this approach promoted by many successful companies: Apple, Google, Virgin or Zappos, which even offers a significant amount of care after training employees, thus eliminating “not their” people.
2. Encourage generosity and gratitude
Encourage the prosocial behavior of your employees. If you give your employees the opportunity to interact through acts of generosity, nobility, altruism and expressing gratitude, employees will be healthier, happier and with less desire to leave their usual and comfortable place.
By motivating people to constantly express a positive, respectful and attentive attitude towards each other, you give employees a sense of ownership and responsibility towards the company.
3. Observe and reward your employees
Show your employees that they are important, from the point of view of work, and are worthily evaluated by the employer. Show them your recognition in real time, celebrating their success and contribution. Let it be something special, individual, socially significant.
Express your gratitude with a real tangible reward, not necessarily material, and you will also be rewarded with the loyalty of your employees.
4. Offer freedom
Today's employees crave flexibility in finding a work-life balance.
This directly affects the effective retention of employees. Over 50% of managers of modern companies note the positive impact of a flexible work schedule on employee retention.
And more and more companies are using these principles.
Statistics show that if you do not give employees flexibility regarding hours and place of work, they can easily go to the one who will give it.
5. Pay attention to employee involvement
This seems obvious, but for many leaders, interest in employee engagement is limited to internal test results. But conducting a survey once a year is not enough!
You must take action based on these results and work all year to build a culture of engagement and interaction in your company.
6. The happiness of employees is the company's priority
For many executives, “employee happiness” may not sound serious enough, but many companies confirm that this is a very important aspect.
The happiness of employees is an important indicator of job satisfaction and its compliance with their values, which means their return and attendance.
Investing in the happiness of your employees will soon bring you dividends in the form of involvement, productivity and, of course, retention of employees.
7. Provide opportunities for development and growth.
The growth opportunity for employees, in their opinion, is of great value.
A recent survey by the Cornerstone recruitment agency reflects a direct link between a lack of development opportunities and an employee’s growing intention to change jobs.
If you are not developing your employees, then you are not investing in them. And if you do not invest in them, then why should they stay with you?
8. Redefine employee assessment
For most employees, annual and quarterly assessments of their work are nothing more than a waste of time, and most importantly, they are not motivation.
In Russia, the practice of "performance review" is not yet very widespread, therefore, this issue must be approached very carefully. The main thing is that such evaluations are designed, including to increase confidence and strengthen relations with staff.
Constantly work on improvements in staff performance management through adjustments to assessment methods and you will see how trust and satisfaction of employees grow.
9. Provide a comprehensive vision
One of the key factors affecting the involvement and satisfaction of employees, according to many experts, is the awareness of the purpose and significance of their work.
Provide employees with a clear vision of the desired result and you will increase their sense of belonging and loyalty to your company.
10. Demonstrate and cultivate respect
Finally, do not discount respect when it comes to creating a unifying corporate culture.
There is more than one study that has shown that a lack of respect in the workplace is one of the key factors when changing jobs.
Look for ways to develop and cultivate respect in the workplace, and it will return to you with more effective retention of employees.
Published jointly with Daria Orlova.