Employee Rention: Don’t leave me!

The era during which employees considered their jobs to be simply a means to make some money has ended. In fact, for workers born in the 80s, work-related expectations are quite different from those of the preceding generations. Nowadays, many factors play a crucial role in selecting a job position.  As a result, employee retention has become a challenging battle.

Businesses that want to succeed despite this new reality must therefore adapt to this challenge.

This being said, employee turnover must not necessarily be looked upon as being something that will harm the organization. In fact, turnover can stimulate the work environment due to the arrival of new blood within the team. New ideas will emerge with the diversity that these new faces will bring.

However, once you have selected your new employees how do you get them to stay? What are the reasons for which your ‘superstar’ or key players would want to stay within your organization rather than check out your competitors?

This article does not pretend to unveil the secrets of employee retention, but serves rather to pin point the fact that, in the business world in which we are evolving, salary is no longer the only thing that counts when it comes time to assess whether a position will be worthwhile. It’s safe to say that revenue will remain an important factor, but there are now other factors that lead to employees choosing one organization over another.

Recruitment: The Starting Point

The image that your employees have of your organization is created as of day one.  If you establish standards when it comes to selecting employees, you must realize that your future employees are doing the same when it comes to selecting their future employers. Choosing the right employee is a complex science that demands preparation and professionalism. The goal is to select not only the best candidate, but the best candidate for your organization. If the chosen candidate shares your organization’s values and agrees with the way you do things, and if he or she is aware of the work load that he or she will have and of the advantages of the given job position, he or she will not be faced with any surprises when they arrive in your workplace. You must therefore have realistic discussions about the specific position and about your organization before going through with the selection process.

You are hired!

You have now finished your selection process and have new employees. Are there reasons for which these new employees might think of leaving you? There are different things to consider in order to prevent this from happening.  It is important to create and put into place an integration plan to help new employees feel like they are part of the team and that they will be able to contribute to the organization. It is also a good idea to closely monitor new employees in the first few weeks in order to pay attention to their needs.

Next…

The selection process is obviously of utmost importance. However, it is also important to think of a strategy to ensure that employees who have been with you for a certain period of time do not decide to go see what else is out there. Studies have shown that after a certain stage, salary has less impact on an employee’s satisfaction in their workplace. We must therefore rely on other aspects to ensure that our best employees decide to stay with us rather than decide to check out the competition.  For example, work-family balance is an asset that a lot of people seek in their workplace, seeing as many people ask themselves whether they will be able to take care of their family while working.

Even though salary is no longer the only worry, it must still be considered to be an important element. Make sure that salaries are adequate in regards to the labor market and that they are also fair according to salaries of other employees within your organization. Being fair is very rewarding in the end!

Employee recognition is another factor that will motivate your troops. Show your employees that their good deeds have been noticed. This recognition can take different forms, ranging from a small financial reward to a tap on the back accompanied by a “Good job!”  The little details are important.  You must also make sure that your employees have all the material they need to succeed. In other words, give them what they need to perform such ‘good deeds’.

Another factor that is important for employee retention but that is too often neglected by management teams is employee engagement. Employees will be more productive and inclined to stay if they feel they play an active role in the organization. Inspire confidence with a clear vision and a realistic plan of action. Trust your employees. This aspect will consolidate a feeling of belonging and the desire to surpass oneself.

In conclusion, in order for your business to retain competent and stable employees, you must put into place mechanisms that will ensure their desire to remain a part of your team. Keep in mind that it is not because you offer the biggest salaries that you will be able to keep your employees. A pleasant and harmonious work environment is very attractive to job seekers. Approximately 80% of the time that is spent at work, workers look for stability, security and the opportunity to advance in their careers. Make sure that you offer this environment to your employees!

If you have any questions regarding how to keep your best players, do not hesitate to contact us!

Jonathan Morisset,

Links:

http://www.affairesrh.ca/gestionnaires/solutions-gestion/fiche.aspx?p=374294

http://valorisationcapitalhumain.ca/index.cfm?Voir=sections&Id=7436&M=2397&Repertoire_N=2137987698

http://www.gourousdelautobus.ca/fr/page/onboard-retaining-retention