Do You Need a New Employee Retention Strategy?

Employee Retention Strategies Begin With Matching Existing Employees to The Right Job

You’ve heard that employees quit the manager, not the job, but how can you, as a company, equip your managersemployee retention strategies through effective employee retention strategies? Sometimes it’s as simple as a personality mismatch between a manager and an employee, but in many cases, there’s a lot you can do to help lengthen the tenure of your employees.

Assist your best employees with plans to find the perfect job inside the company. One of the best steps you can take with employee retention is to determine the best role for every individual in your organization. There are objective tools you can utilize, such as a behavioral assessment, that can help build teams around variables such as motivators and tendencies. You may even find that a particular employee that seems disengaged is simply in the wrong part of the organization and will thrive in the right role.

Prioritize development. Many employees only ever talk with their bosses about development when it’s time to do a quarterly or annual review. One of the best employee retention strategies is convincing your employees that they have an exciting future ahead with your company. Offer access to training and education opportunities, but also take time to plan and talk with employees. Ask questions like, “What have you been learning? What’s next for your professional goals?”

Spend time conducting “stay” interviews. Don’t wait for an exit interview to find out what went wrong. Instead, talk with your star performers to see what they like about their jobs and the organization, and where they see a need for improvement. Ask them what would make them leave for another company. Consider doing this in a variety of formats, including an anonymous option, so that you can receive high-quality feedback.

Recognize employees, and do it often. Taking time to celebrate can be a challenge when you’re focused on deadlines and projects, but it’s critical for employee retention. It’s most meaningful when the praise comes from a direct supervisor, so equip managers with a way to regularly give a shout-out to good work. Make sure they not only highlight the employee, but mention the specific achievement and how it contributes to the overall goals of the company. Also, a few quick notes about employee recognition:

  • It’s best done in person; don’t rely too much on apps or email to tell your employees they’re doing a good job.
  • Aim for giving praise on a weekly basis.
  • On the other hand, don’t make weekly praise so automated that it loses any meaning for employees.
  • When possible, offer praise in front of other team members and in front of your supervisor if it’s appropriate.

For more employee retention strategies, make an appointment to talk with PI Consulting Group. We can also equip you with tools and resources, such as The Predictive Index, that can help you ensure that the right people are in the right job.