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Sometimes a business can find itself in a difficult position where one of its best employees has suggested they want to leave. New employees tend to suggest they want to leave sooner with one-third of employees choosing to leave within the first six months of taking on a job. The reasons behind the decision can be numerous, but it is important that the manager understands the employee’s unhappiness and desire to leave the company in order to offer suitable arrangements to either keep them or improve conditions for other employees.
Creating working employee retention strategies can be a work in progress at the beginning of a company’s life, but with some perseverance and a lot of learning from both managers and employees, better terms can be agreed upon for the best talent retention. Not too sure where to start in finding the best ways for your business to keep its top talent? Take a look at five ways to retain your top talent formulated by our professional recruitment consultants at Search recruitment agency.
Communication is king for employee retention. Listen to what all of your employees have to say about their job and the satisfaction they get from it. An employer who only listens during the hiring process and then switches off when it comes to the actual job will find employees leaving through the door extremely quickly. Be open to feedback from your employees and work on what they tell you.
Is office equipment bringing down the morale of the team? See if you can invest in new supplies. A member of the team is not pulling their weight? Talk to them and find out what may be the problem. Not communicating with your employees may give the impression that you don’t care about them enough for them to want to stay. A manager who can show they are interested in the concerns and requests of their employees is more likely to keep them.
When hiring your employees, you likely offered them some great benefits for working in your business. Sometimes when these advantages are not met, or are very limited, your employee morale could drop. Never false advertise in your job advertisements. Instead, offer new and present employees the same great benefits just for working alongside you. Review your benefits regularly to keep up to date with what your employees want to offer the very best benefits you can.
Employees need morale boosts from time to time. They work hard for you, and if they do not get any positive recognition for the work they do, it can feel as if they are working for no recognition at all. Do not continue to only focus on the negatives either. An employee who gets very little positivity in regards to their work but is continually brought down for mistakes will be more likely to want to quit. For employees you simply cannot lose, giving good feedback is a must.
Even if all you offer is a quick ‘Great work today!’ or ‘Your report was very good’ it can mean the world to your employees. Praise and positivity do wonders for morale and happy employees make light work of tasks.
It is all fair and well to command your staff from on high, but it is a well-known fact that people learn far more easily by seeing tasks completed first. A good manager will be somebody who can show their employees how jobs ought to be done, and will always be willing to help when times are tough. A ‘boss’ can often neglect the personal aspects of management, but a true ‘leader’ will lead by example in the business and support colleagues throughout all levels and positions.
Offering training as a leader can also be of benefit for your employees as you are showing a willingness to further their careers and expand their CV. Showing that you are willing to give your employees time and dedication can make all the difference.
Don’t let your best employees leave for another business that is more willing to offer them a higher position within their company. Statistics show that 35% of employees will usually look to leave their job if they are not offered a rise in pay within the first next 12 months, so it is important for you to realise your employees are looking to improve themselves and their work.
Creating opportunities for your employees to climb up the employment ladder will help them to feel important in the business and know that you are keen to keep them. Pay rises, too, can be an incentive for employee growth, so where possible offer these. If your employees want to get more out of their work, listen and see if you can offer them what they require.
Always be on the look-out for ways to improve your employee retention. Your competitors will always be looking to take on your best members of staff, so it is important you offer them the incentives they need to want to stay with you. Keep your eyes and ears open and keep your employees happy for a long and pleasant working relationship for all in your team.