In a rapidly evolving job marketplace, the best way to protect your company’s bottom line starts with one word – stability. Lower churn can help you save money on hiring, training and onboarding costs, and the longer you keep your employees within your walls, the more you benefit from their growing store of institutional knowledge. So, stability matters and stability starts with careful selection and high effort dedicated to retention.
Hire the right people in the first place, then keep them on board if possible by cultivating management strategies that build loyalty and commitment. Start by meeting with each employee on an individual basis each month and discussing topics like these.
What’s working and what isn’t?
Is your new hire comfortable with the processes and procedures related to her work? Do your software systems and workflows support their productivity or stand in their way? Think about how you phrase your question and don’t imply that it’s their responsibility to adapt to the system (not the other way around). Make it clear that you’re listening, willing to consider their suggestions, and willing to change or fix elements of the process that don’t work for them. If they feel heard and they see the path toward success and productivity as a mutual goal, they’re more likely to stay for the long haul.
Are you happy with your current jobs/responsibilities?
Ask the employee to assess his general comfort levels with the job and their specific responsibilities. Does the job resemble what they expected? This question doesn’t just apply to their first weeks and months; it should be asked again, and again, year after year. When employees lose patience or burn out due to misaligned expectations, it doesn’t always happen right away. Sometimes this drift can take years.
How can the company improve?
Encourage the employee to be open and generous with her constructive criticism. Most employees – especially recent hires – won’t answer this question honestly unless they feel safe and respected, so make it clear that their insights have value and you genuinely want to hear and implement them. Clearly explain the purpose of your monthly chat sessions (improving retention) and explain that the company puts concerted effort into making employees feel valued and deploying their skills and talents in the most expedient way.
You want your employees to thrive, find meaning in their work, and stay if possible. So, make this clear. Encourage them to help you with these goals. As always, company success will result from a team effort between employees and managers.
Work With a Top Recruiter in Scottsdale
For more on how to use simple moves and cost-effective tools to retain your talented workers, turn to the management experts at the ACCENT Hiring Group.