One of the biggest challenges employers face today is finding and retaining skilled employees. Studies have shown as many as 85% of HR managers state that the single greatest challenge they have in managing their workforce is their organization’s inability to recruit and retain dedicated employees and managers. If your organization is experiencing similar difficulties, the first step in resolving the issue should be exploring the main reasons people are quitting. Is it because of strained relationships with supervisors? Do employees feel they have room to grow and develop a career path within your company? Are team members tired of putting in hard work that goes unnoticed? All these questions play an important role when it comes to employee retention. Once the reasons for employee resignation have been identified, the next step is to remedy these issues. Below are four simple guidelines to follow when attracting new employees and retaining your current workforce.
1) Lead & Listen: Positive Working Environment
One of the main reasons employees quit is because of the relationship with their first-line supervisor. Unfortunately, many supervisors and managers are unaware of the effects their actions and decisions have on employees, putting a strain on the relationship between them. A properly trained manager who operates as a part of the team is a critical aspect to an effective employee attraction and retention strategy. Managers need the skills, tools, and knowledge to help them understand their employees’ needs and be able to implement a retention plan to increase employee engagement in the organization. A wise executive or manager realizes the responsibility for creating a positive work environment starts at the top.
2) Recognize & Reward: Employee Recognition
It’s natural for employees to desire appreciation and gratitude for the hard work they put in, and employee recognition and incentive programs help meet this need. Having a successful reward and recognition program doesn’t have to be complicated or expensive to be effective. Rick Wilkins, Vice President at Thermal Tech, runs “being caught doing good things,” a monthly award program that recognizes an employee in each office for an action that has a positive outcome on the company or was the result of praise from a client. A simple thank you can go a long way in building morale in your organization.
3) Involve & Engage: Employee Equality
It’s important that your employees can contribute their own ideas and suggestions to your company. Having a voice gives them a sense of responsibility, self-worth, and ownership of their involvement within the organization. Brainstorming sessions on anything from creative design to opportunities for growth will give employees a platform for sharing their ideas and foster the exchange of ideas within departments. It’s also important for everyone to feel equally valued within a company. Eliminating special perks for executives and managers, such as reserved parking spaces or longer lunch breaks, can help establish a sense of equality amongst the entirety of your company.
4) Evaluate & Develop: Employee Growth
For many people, career opportunities are just as important as the money they make. Employees don’t want to feel stuck; they want to be able to learn, grow, and fulfill themselves with the work they do. Continual evaluation and progressive development can help with this. Survey your team members to see what motivates and de-motivates them. Possible ways to evaluate and keep your employees motivated include conducting an employee satisfaction survey or providing career development opportunities. If career development is a motivator, offer training sessions, webinars, or manager coaching.
LBMC EP’s mission is to bridge the gap and accelerate the improvement of your HR department through our personalized and expert services. After all, the employees are lifeblood of your business and keeping them happy and healthy will ensure the same is true for your business. Contact us today to learn how LBMC Employment Partners can help you maintain a positive company culture.
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