Ten Things You Can Do To Keep Great Employees
Considerable time and expense goes into recruiting and hiring great employees. Finding them is one thing; keeping them is another. Your employees have a lot of options these days, so retaining them should be a top priority. And, fortunately, most retention practices are not expensive to implement. Consider these ten practices to retain your top talent.
1. Put them on a mission
It’s not enough to pay an employee well. Employees need to be able to find meaning in their work. And, when they do, the work becomes personal to them and they will take greater ownership. It’s a win-win for everyone, so ensure your employees understand how their contributions and the work they do every day fit into your company’s mission and purpose.
2. Trust them
You hired your employees because you thought they could do the job. Why should this change once they are hired? So, get out of the way and let them do it. Micromanagement, second guessing their decisions, and looking over shoulders is a sure-fire way to ensure you employees start seeking greener pastures elsewhere.
3. Build relationships with your employees
It’s simple: people are going to feel happier at their job if they have connections and there is reciprocal trust. While maintaining a strong relationship requires constant nurturing, your company will benefit through increased employee satisfaction and engagement, higher retention, and ultimately great performance and quality.
4. Give feedback
A great employee is not satisfied with just getting the job done – they will want to know their strengths and development areas so they can grow. Giving feedback shouldn’t just occur at an annual review, and it doesn’t have to be given via a formal document. Informal feedback is important, and you can work it into your conversations with employees while you build those relationships. Make any negative feedback constructive by giving specific examples and recommendations of how the employee can improve instead of just being critical and telling them to do better next time.
5. Provide recognition
When your employees consistently do exceptional work and/or go beyond the call of duty, they deserve to be recognized. Recognition doesn’t have to be a public display. Awards are nice, but a simple “thank you” or calling an employee into your office to praise them on a job well done can have an even greater positive effect when it is unexpected.
6. Provide training and development opportunities
Even the most astute and consistent employees can benefit from absorbing new information and skills. And, employees are the most engaged when they are learning and growing. By initiating training and development opportunities, you again send the message that ‘average’ is not the goal, and will remind your staff that complacency gets the company nowhere.
7. Compensate them fairly
Money is the most obvious form of compensation and employees need to feel their base salary is fair, but that’s only part of the compensation equation. On-site amenities, a flexible work schedule, and the willingness to be accommodating are just a few ways to reward your employees.
8. Provide a culture of accountability
One of the most important aspects of building an accountable culture is consistent communication from management to the employees about what is expected of them. This may seem basic enough, but too often, there are gray areas regarding who is responsible for various tasks. Prevent these question marks by making expectations clear on each project.
9. Don’t hang on to poor-performing employees
No one likes an underperforming employee – especially the employees who excel in their roles. Show your hard-working team members that you are not satisfied with mediocrity by pushing out the social loafers/underachievers. Not only will this motivate everyone to keep up their good work, it will prove your commitment to running a top-tier company, which will make your best employees more likely to want to continue working for you.
10. Give the gift of time
Even the hardest-working and best employees need to reboot. Offer, encourage, and allow time off to your employees. Employees may feel as though taking time off will put them at risk of losing their job or not being considered a valuable employee. It’s on you as the manager to alleviate these concerns by promoting a workplace that treats its staff like people first and foremost.