FIVE TIPS TO RETAIN YOUR GREAT EMPLOYEES
1. Your best employees, those employees you want to retain, seek frequent opportunities to learn and grow in their career, knowledge and skill. Without the opportunity to try new opportunities, sit on challenging committees, attend seminars and read and discuss books, they feel they will stagnate. A career-oriented, valued employee must experience growth opportunities within your organization.
2. When an employee is failing at work, ask yourself this question, “What about the work system is causing the person to fail?” Most frequently, if the employee knows what they are supposed to do, I find the answer is time, tools, training, temperament or talent. The easiest to solve, and the ones most affecting employee retention, are tolls, time and training. The employee must have the tools, time and training necessary to do their job well – or they will move to an employer who provides them.
3. A common place complaint or lament I hear during exit interview is that the employee never felt senior managers knew he existed. By senior managers I refer to the president of a small company or a department or division head in a larger company. Take time to meet with new employees to learn about their talents, abilities and skills. Meet with each employee periodically. You’ll have more useful information and keep your fingers on the pulse of your organization. It’s a critical tool to help employees feel welcomed, acknowledged and loyal.
4. No matter the circumstances, never, never, ever threaten an employee’s job or income. Even if you know layoffs loom I you fail to meet production or sales goals, it is a mistake to foreshadow this information with employees. It makes them nervous; no matter how you phrase the information; no matter how you explain the information, even if you’re absolutely correct, your best staff members will update their resumes. I’m not advocating keeping solid information away from people, however, think before you say anything that makes people feel they need to search for another job.
5. The perception of fairness and equitable treatment is important in employee retention. In one company, a new sales rep was given the most potentially successful, commission-producing accounts. Current staff viewed these decisions as taking food off their tables. You can be a number of them are looking for their next opportunity.
In another instance, a staff person, just a year or two out of college, was given $20,000 in raises over a six month time period. Information of this type never stays secret in companies so you know, beyond any shadow of a doubt, the morale of several other employees will be affected. For example, you have a staff person who views her roles as important she brings ten years of experience, an M.B.A. and a great contribution record to the table. When she finds she is making less money than this employee, she is likely to look for a new job. Minimally, her morale and motivation will take a big hit. Did the staff person deserve the raises? Yes. But, recognize that there will be an impact on others.
Take a look at your organization. Are you doing your best to retain your top talent? Employ these five steps in your organization to retain your desired employees and attract the best talent, too.
