Retaining your employees
In 2020 one major challenge companies face is not only finding top talent but also retaining them. Things that can miss the radar which have an effect on the longevity of an employee’s stay in a business is the candidate’s experience during the hiring process itself. This is kicked off by having an attractive employer branding. You have to ask yourself – how is the company being perceived externally?
People that feel trusted feel the need to reciprocate this attitude, so they do their utmost to make sure they satisfy the company’s requirements and business needs. Micro managing, more often than not, is a no go. Most people find this approach stifling and that it smothers their personal growth. Especially in times like these, with a pandemic outbreak around the world, many employees are working from home – they need to be trusted and not have a manager calling in every five minutes to check on their progress.
Recognition is another vital component for retention. Not every individual appreciates recognition in the same way – a good leader will decipher this and reward and recognize accordingly. Letting an employee or team’s efforts go unnoticed can be fatal. People invest their time and energy in their work and many times even small tokens or gestures of appreciation can go a long way, particularly when they come spontaneously and unexpectedly from the employer. When employers do so, they are also reinforcing the behaviour deemed desirable or great.
When a business is undergoing some changes that will inevitably impact employees, including them as part of the decision-making process will make them feel accountable and will aid in perceiving the change in a positive manner. They will feel that they have given their own contribution and in correlation feel valued.
Business growth is good; however, this leads to employees feeling like they are just a number. Managers are encouraged to give the necessary attention by providing regular feedback to make employees aware where they stand and serve as a guidance for development and growth.
According to Daniel H. Pink (2009), autonomy, mastery, and purpose are the three elements that drive humans. Organisations that are offering autonomy are significantly out-performing other companies who do not promote this. When employers cultivate an environment that improves one’s abilities, job satisfaction is rated higher. By nature, people always seek to have a purpose, employers need to create this purpose within the business to increase tenure and maintain the workforce motivated.