Employee Retention
Whether economic conditions are positive or uncertain, it makes sense to retain your best assets. Even though budgets may be tight there are still things your organisation can do.
How about these simple actions:
Keep in touch with your staff on a day to day basis. Share the good points about working for your organisation and mean it.
- Regularly ask your key employees where they see themselves in the next 12 months / two years and look to create the assistance to make this happen. They may want to take over your position. If they are not ready for this move now set out the steps to make it happen or find alternatives. Opportunities for Professional Development are rated very highly by employees.
- Employees want a company to actively support work / life balance and really mean it. Employee polls have constantly shown that flexible work arrangements rate very highly. Professionals at all points in their careers are striving to find greater work/life balance and if you can provide them with assistance, you’ll promote loyalty. It’s important to customize your work/life balance programs to suit both your company and employees.
- Mentoring is another great retention tool. Employees want to know their employers care about their professional development, and by giving them a support system, you help them succeed in their jobs. Mentors can be assigned to assist new hires and junior staff.
- Keeping employees happy doesn’t have to break the bank. The key is to see your staff as individuals and customize your retention efforts so they’re meaningful. For example, tickets to a local football game aren’t very rewarding if no one in your group is a football fan. Consider surveying your employees periodically to find out what types of benefits and programs they’d like your firm to add. You’ll encourage your top performers to turn a deaf ear when the competition calls.
Why not call your Kellahan Saunders consultant today to review your current situation.