Retaining Employees: What To Do and What Not To Do
There is no doubt that poor management contributes to the loss of employees. It’s common knowledge that some companies have a knack for putting managers in their positions before they’re ready, or they promote managers who have no soft skills. It’s tough retaining employees in this type of environment.
Retention levels, however, are impacted by a number of other factors that have to be considered if retaining employees is a goal you’re struggling to meet. The following are some of the more common problems that lead to employees seeking out greener pastures.
- Poor relationship with co-workers
- Bored with daily tasks
- Lack of recognition
- No advancement opportunities
- No Independence
- Lack of empowerment
- Company culture is a bad match
- Onboarding process failed to prepare worker for the job
- Job description didn’t match the actual position
In some situations, a negative company culture will strongly impact employee retention. This is a situation that even the most qualified managers can’t reverse. A good company will vet its leadership pool and groom only those who have the right makeup for impacting employees in a positive way. Should they make a mistake and the manager turns out to be a bad choice, they react quickly and pull them from that duty before they impact too many people.
A Trusting Relationship
Another factor impacting retention is trust. Employees who have faith in their leadership, whether it is a direct manager or other higher-ups in the organization, can say without a doubt that they also have trust in their company.
Companies that succeed in developing this sense of trust have leadership that is self-aware, open to feedback, actively seeks out feedback, discloses information about any strategic changes and talks to employees on a regular basis about anything that can impact work performance. This type of behavior can only lead to a trusting relationship that will inspire employees to go the extra mile.
Trust, leadership, managers and worker expectations are all important, but without knowing how your people strategy matches your business strategy, you’re going to face more challenges. A great people strategy tool to use is the Predictive Index.
Working with the Predictive Index experts at PI Consulting Group, will help you make sure you’re adding the right person to your team – a person that fits your company culture and melds with your company’s management style, your goals and other team members. Contact us and let’s talk about how our solutions will provide valuable insights that are otherwise hidden.