Total HR Management’s 3-Part Guide To Understanding Employees And Helping To Ensure Employee Retention And Commitment
Part 2 – Why Employees Stay
As experts in employee recruitment and retention, Total HR Management offers a three-part guide into the mysteries of why employees leave, why they stay and why they thrive at a company. In today’s competitive work environment, the ongoing success of a business often depends on recruiting and retaining the top employees in a field or industry. A way to optimize employee recruitment, selection and retention is to understand why employees leave, why employees stay, and why employees thrive.
In Part 2 of this series, Total HR Management examines 5 key reasons employees tend to give for staying at a job. By understanding these motivations in advance, employers can lay the groundwork for positive employee relationships. Successful employee relationships turn your business into a place where employees want to work.
Primary employee retention strategies have to do with creating and maintaining a workplace that attracts and retains quality employees. This covers a host of issues, ranging from developing a corporate mission and culture to insisting on a safe working environment and creating clear, logical and consistent operating policies and procedures.
5 Key Reasons Why Employees Stay:
1) Positive Corporate Culture & Working Environment
Employees want to feel like they are part of a bigger picture, rather than just a nameless cog in a machine. By effectively communicating the mission and culture of your company to your employees, you can make them feel part of this bigger picture. Feeling part of a bigger picture is essential to developing long-term employee loyalty. Make sure your employees understand how their work is integral to the overall success of the company. During regular meetings and morale outings, reinforce the mission statement of your company and create a sense of everyone in the office being part of a greater team.
2) Employees Know What Is Expected Of Them
When the job of an employee is clearly delineated and they know what is expected of them, they are more likely to feel comfortable and secure in their jobs. Such feelings of security lead directly to greater employee retention rates. When employees believe their managers are not managing consistently and work is being thrown at them haphazardly, they are much more likely to become frustrated and resentful. By making sure the jobs and responsibilities of your employees are outlined and consistently presented, you will foster an employee security that will improve retention rates.
3) Consistent Company Procedures, Policies And Rules
Employees hate working at companies when they sense there is a double standard or inconsistent policies and rules. By making the procedures, policies and rules of your company apply equally to everyone across the board, you create a sense of consistency and stability that greatly helps ensure employee retention. Once again, employees do not like being surprised and they like to know what to expect when a situation arises. They like a sense of office equality.
4) A Safe Working Environment An Absolute Necessity
A company will consistently lose their top employees if they cut corners when it comes to office safety. If employees are using heavy machinery, the safety procedures involved must be up-to-date and reliable. Employees need to be properly trained. Basic legal safety procedures like fire alarms, access to emergency exits and evacuation procedures must be instituted and maintained. By cutting corners when it comes to office safety, you are directly telling your employees that you do not value their health and future well-being.
5) Ongoing Feedback Mechanism To Give Employee’s A Voice
By instituting an ongoing feedback mechanism, you show employees that their voices and opinions matter. Often the difference between job satisfaction and job dissatisfaction is a belief by employees that they are being heard. Employees dread a robotic environment where they are dispensable cogs in an uncaring machine. By instituting bi-monthly one-on-one feedback meetings between employees and their managers, this issue will be addressed. In addition, setting up an online feedback portal deals with issues that can arise on a weekly basis and need to be addressed quickly.
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