Recently there has been a decrease in the percentage of most companies’ employee retention, every employee has certain things that they themselves are looking out for and when they can’t find those things in your company, they would quickly leave for another company or work environment.
Getting staff isn’t the most tasking part, getting the new recruits to stay is where the work is, how does an employer get their best employee to stay in their workplace to grow the company and develop him or herself as well?
Below are the various points that would help any company to retain a happy and competent staff no matter who they are.
1. Average pay
One of the things that every employee wants is to get at least an average pay for the work that they do, no employee wants to see other people/employees in the same job bracket with even lesser job roles and descriptions getting higher pay than normal, this is also one of the major reasons why most companies lose their good staff, most companies have more than what it takes to pay these staff an average pay but greed won’t let them do this and at the end they lose both the good staff and the income/productivity that comes with the effort and input done by the employee
2. Appreciation and respect
According to Maslow’s hierarchy of needs, one of the top desires of every man is the need to have self-esteem and be respected, every employee regardless of their roles want to feel respected and be recognized for the role that they play, a gateman would rather love to work in a company where he feels respected and esteemed than work in an organization where he feels he is being humiliated and treated like trash likewise the employee in your company, people don’t care how much you know until they know how much you care.
3. Values and Culture
This is sacrosanct when employing new staff, most times we hire staff because we need someone to fill up vacant space and I cannot even argue that it is hard to hire a good staff nowadays but here is some free advice; when you want to hire a new employee, look out for questions that show and communicate the value system of the company and culture that you hope to imbibe, the interview session is a time to sieve the best, competent and fitted candidate for the job role value-wise, we need to be intentional about finding the best employees who are excited about chasing goals that align with theirs and candidates whose values align with that of your company.
4. Ability to grow and develop themselves.
One of the reasons why employees leave is that they don’t see a system or structure that enables them to grow and develop themselves, there are companies who train their staff either through an internal training system or pay for training for their staff to undergo.
Other times, the employee feels unsatisfied when they see their peers in other firms and industries doing way better personally because they underwent training or they had enough time for their personal development, most employers complain that they do not have enough money or resources to train their employees and this might be true but then give the employees more time to partake of the training themselves and also develop themselves personally. Some companies are also scared that they might train their staff and their staff would leave with the training gotten and paid for by them, which would you prefer, that your staff leaves you without any training and a bad picture of a horrible boss and ends up saying not too pretty things about your organization or training your staff and they go to another company well equipped and they end up becoming your company’s brand ambassador in another organization and sphere.
5. Less micromanagement
Most employees do not like it when they are micromanaged, people want to work in a place that allows them to be creative and flexible, doing something everyday within the same time frame can make one bored and tired, one of the ways to stop this is by creating room for flexibility and reducing the micromanagement of employees so that they can think outside the box, too much rules saps the creativity of an employee, symptoms like low employee morale, high staff turnover, reduction of productivity and patient dissatisfaction can be associated with micromanagement. The negative impacts are so intense that it is labeled among the top three reasons employees resign.
These are part of the major reasons why good employees aren’t retained.
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