08 Dec Employee Retention Strategies
In today’s job market, many companies are experiencing difficulty in finding and hiring individuals who are
qualified and well-suited for open positions. While the degree of such difficulty obviously varies by industry, it’s
fair to say that every business at some time will experience a challenging recruiting environment.
Another side of the equation, however, concerns your ability to retain talented people already on your staff. It’s a
key question: How can I—as a business professional—ensure that my staff is happy and satisfied, so that I can
minimize the risk of their migration elsewhere?
This blog focuses on several strategies that can prove helpful in retaining valued employees.
Engage employees. All of us want to feel that we have a voice—and that we have resources available that will
help us shape and control our own professional lives. As an employer, it’s a matter of letting your staff members
know that the proper channels and forums are in place (and readily accessible!) for them to be heard—whether
their input takes the form of complaints, suggestions, ideas, critiques and/or mere “venting.” Consider the ease
with which employees can communicate with colleagues (and managers!) across your organization. Are there
any existing negative perceptions about intra-company communication as concerns employee issues? (For
example, do employees feel there is a corporate culture that inherently discourages the airing of concerns or
grievances?) The onus is on the employer to make employees feel valued—and that means reassuring them of
their ability to participate in and affect their unique development, growth and maturation as business
professionals.
Show employees they are valued. It’s human nature to want positive reinforcement and acknowledgment. With
your employees, keeping them motivated in large measure rests on your ongoing recognition of their
contributions and achievements. Monetary compensation and promotion are obviously great ways to accomplish
this. However, there are many other ways to demonstrate your appreciation. For example, do you regularly notify
the entire company (or specific departments) about the exemplary efforts or significant milestones related to a
specific employee? Do your managers demonstrate active, ongoing positive communication with their staff? Inperson interaction is ideal, but electronic communication is certainly acceptable. Do you effectively incentivize
employees to accomplish goals (e.g., quarterly sales closings) and—as appropriate—promptly recognize
accomplishments in meaningful ways (e.g., earned personal days; off-site events or activities)? Do you help
individuals enhance their skills and personal growth through initiatives like paid training, certification programs or
continuing education courses?
Recognize the uniqueness of each individual. We all have personal lives and varied interests outside the
office. To what extent do you support your employees in this regard? For example, do you allow employees to
take time off to participate in acts of goodwill and volunteerism? Do you encourage them in their charitable
activities (e.g., making pledges to support employees who participate in fundraisers for nonprofit organizations or
causes)? Do you offer flexible hours or remote-work opportunities to help families with young children?
Be cognizant of your corporate culture—as well as your corporate perception and reputation. Being a solid corporate citizen is not dependent on company size. Do you sustain a work culture that allows employees to
be proud of their association with it? Is your company known to honor its responsibilities to the local community,
including educational institutions, public-service organizations and the arts & culture community? Do you
consistently promote employee diversity? Do you have formalized processes and procedures that foster and
facilitate a healthy work culture (in both mental and physical respects)?
Monitor your company’s priorities. Every for-profit business exists to sell a product or service that fills a
recognized need. Solid revenues and bottom-line numbers are essential for business success. Yet make sure to
never minimize the importance of a healthy work/life balance at all levels of your company. We all need to
regularly “recharge our batteries” to continue performing at our highest levels. Don’t ever forget the age-old
expression: Your employees are your most valuable assets. So act (and manage your staff!) accordingly!
Acknowledge the role each employee plays in the company’s success. Sure, there is no “I” in “team.” Yet
success results from the actions of individuals performing well in their day-to-day jobs—and constantly
encouraging and helping their colleagues to do likewise. Everyone wants to know how their efforts and tasks
contribute to the “big picture.” Always enable your employees to have an appreciation for the significance of their
roles.
If you’re looking for a staffing company with over 25 years of experience in the employment industry, Masis
Staffing Solutions provides unparalleled service. Contact us today to learn how our team of experts can help
you find the perfect position or candidate!
