3 Questions to Ask When Retaining Employees is a Priority
Retaining Employees Comes With a Cost; Replacing Employees Comes With a Greater Cost
Once an employee has turned in their notice, it’s too late. You can’t make improvements or adjust schedules to meet their needs, and you’ll have to absorb the cost of replacing them. Retaining employees requires an investment of your time, but it’s much less costly than employee turnover.
Sure, an exit interview can give you insight into what could be done differently in your organization, but why wait for an exit interview when you have engaged employees that can give you their perspective and participate in a rewarding professional relationship? Here are three simple questions that will go a long way in retaining employees:
Is there a high level of trust between us? If you and your employee don’t trust one another, the rest of your conversation will not hold value. Whether you’re there to encourage them, offer feedback on a recent project or plan for the future, they’re not likely to absorb much of what you say if there’s an element of distrust between you.
If the answer is no, of course you’ll want to ask for an explanation of what’s caused a rift in your relationship, but then you can follow up with asking what’s necessary for trust to be repaired. It could be as simple as a missed deadline or not sharing important information on a project they were responsible for, but if it’s causing discomfort, it’s good to address it.
Do you feel like your concerns and ideas are heard? It’s good to set aside a regular time to sit down with individual employees to simply listen to what they have to say. It may even be more about their personal life every now and then, but this is your opportunity to listen. Put away your laptop, tablet and smartphone and focus on their feedback, ideas and complaints. You may need only 30 minutes a week with each employee, but don’t allow other commitments to crowd out this time.
What do you need to be successful now and in the future? Help your employees cultivate an always-learning mentality with challenging new opportunities and, of course, education. Even if you can’t finance college courses, you may be able to purchase books or encourage employees to go to lectures that offer helpful strategies for professional development, either in your industry or in general. Sometimes it may be something small, like allowing them to tune into a TED talk that is on a topic they would benefit from in their job.
It’s also important to invest in tools that help you identify the right future path for employees. A behavioral assessment can help you in retaining employees because you can accurately match each employee with their ideal role and offer them development opportunities that prepare them for that role.
Want to learn more about behavioral assessments? Talk with PI Consulting Group, where we offer the PI System as a way to objectively assess your employees and propel them into opportunities that best use their abilities.