Let’s first be clear about retention. It is the continuity of being in control of. And if there is the question of controlling anyone, then the situation must be pretty bad.
Employees have many things on their minds, and they are using their smartness to explore the possible best thing for their career.
So, companies need strategies to hold on to that best employee. The strategies come in the form of holidays, benefits, and various incentives.
Why do Employees Leave?
Employees have been seeking a better working environment ever since joining a company. They have a thought regarding their experience in the office, and the difference between expectation and reality is the only cause for employees to leave.
Expectations can be on many bases. But the apparent and prominent desires are related to knowledge growth, salary increment, work environment, and holiday leaves. Most of all, employees react to these four features.
The pandemic time of lockdown has arisen the idea of having a different work-life for the employee. The search for this new enlightenment has also made them quit their job and work out their interests.
Companies hire the best employees and sometimes do not appreciate the value of the employee. As a result, the work seems boring, and the ego gets hurt.
Watching the employee’s behavior, many other employees try to reevaluate their decision to work in the office, and they have doubts.
There are a few ways for the official committee to make employees stay with their will.
Strategies for Employee Retention
Recognition empowers motivation. When an employee gets motivated from time to time, they get fond of the workplace and do not want to leave.
Giving a reward for a good job or praising for doing hard work gives a sense of importance to the employee.
Everyone wants to matter in the work they are doing, and they want to impact the lives of people in the community and the office.
They try to keep up with their commitment, and acknowledging their effort keeps them faithful to the company.
The rewards can be in medals, wide applause, a pat on the back, or even money, some extra for extra hard work.
When the employer recognizes the employees’ work among other coworkers, they feel heightened in the workforce hierarchy. The appreciation and support leave no reason for an employee to leave.
Flexibility and Training Program
We have just crossed a checkpoint on the track of the work trend. Remote work is the next best thing.
No one thought working from home would be the same in task completion, not even the company executives.
Every norm of the office work environment has been digitized with the help of online tools and software. Everything can be easily done remotely through project management, time tracking, collaboration, and payment invoicing.
This work habit is going to stick with us in the long term. It is interesting for employees to work from home at first, but slowly they find the advantages and disadvantages.
But with all the flexibility in time, they want to join the office that provides them remote work options.
Even for companies, there are fewer things to worry about when fewer people are managed in the office, and it is beneficial to both parties.
There should be training programs for employees to understand and use the remote tools quickly and effectively. Only providing the flexibility option might not be good for the company’s productivity.
The employees must know how to fulfill every need and requirement of the company from their remote location.
Possibility of Growth
Employees see the probability of their growth in a company. Career is an important part of office workers’ lives which maps the road to their prosperity in the future. They are unconsciously always thinking about this aspect.
HR representatives should always work out how to communicate growth prospects with the employees. There may be attractive increment packages or interesting project lineups in the future.
Employees will see these factors and think about their own decision in the company’s right.
There is competition between enterprises to make a dream team with the best employees possible. And, the best employee is always in the hunt for growth, increments in salaries, and work perks.
It is a give-and-take understanding. The company only offers the deserving candidate, and the deserving candidate only goes for the best company.
Value for Deserving
The aptitude of people varies from person to person. It doesn’t matter how long a person has been doing a job, and a new person with high intellect can always surpass in less time.
Apart from panic service-based jobs like firefighters, paramedics, and doctors or bookies, time of involvement might not be an issue for better work performance.
Such employees need respect and deserved value to preserve their self-esteem and stay in the company longer. They shouldn’t be meant to work under less capable hands.
The company must make sure that they are in the company of mentors who will not impede their thoughts and excellent ideas.
We have modern apps and software to map the work potential of an employee. We should use those data to do frequent evaluations of the progress and provide them with their deserved increments, bonuses, and incentives.
It is beneficial for the company when better minds are in reach to put innovative ideas on the high roller’s table, strengthening its support.
Compassionate Toward Employees
Employees are human beings. It is idiotic to mention this statement, but sometimes it is necessary. Not all companies do it, but many companies treat employees like slaves.
There is very less pay, no weekends, and huge workloads. They are so institutionalized by the company that they cannot see any future apart from working for it.
It is a way to build employee retention but not certainly a healthy one.
Every organization should have the objective to make the employees more productive in the company’s profit rather than keeping them in the office for long hours.
There are many priorities in the employees’ life, and it is a prime responsibility of the employer to understand that.
They should be given leaves for their work if they need one. The three-day weekend practice is getting popular and counterintuitive. So, many companies are adopting the practice.
As a result, employees are more dedicated and focused on the weekdays. They can handle their private acts on the weekend, and thus, the number of absentees has decreased significantly.
Everyone will leave if there is no work-life balance in office work, and an employee will keep on changing jobs until they find an empathetic one. After all, few companies have preserved the value of being an organization.
The best strategy for great employee retention is to think about employees as social beings rather than machines.
Healthy Work Environment
Even a worst-behaving human being likes to be around best-behaving people. The relationship between employees is crucial to the work environment. If it is good, we have a healthy work environment, and if it’s bad, it is no good.
We should develop the habit of communicating with everyone we see in the office.
It doesn’t mean that we must talk to each one of them. Friendly gestures, a smile, a thank you and a sorry make good relationships; the little things.
The value of time must be taught from the office environment, and the rule of presence must be the same for all employees.
The office is the only place where communism appears to be fruitful. Righteous behavior according to the personality rather than the personnel is very helpful to keep employees’ trust intact.
It builds the conscience to differentiate between right and wrong, and the employees will always support the visions and implementations of the company.
Employees are troubled in the office if the employer doesn’t take their concern in seriousness.
As employees’ health is related to the company’s productivity, it is the company’s responsibility to organize a better environment for every employee.
Both parties need to communicate to establish a stronger relationship. It is an effort that must be made, reached out, and is only possible through co-relation.
Bhuwan Dahal leads timeTracko’s SEO team as its SEO manager. The SEO industry has been his focus for almost four years, and he has a strong focus on SAAS products and eCommerce.