The current job market has a cut-throat approach when it comes to recruiting top talent. Even once the process of recruitment is over, employee retention looms over the heads of employers. Retention is the deciding factor between long-term success and moderately successful companies. How does one stop employees from jumping ship? Here are 6 tips to form a plan of action:
Narrow down search process
Retaining top talent is not an exercise to be performed after a candidate has been hired. Rather, the process of retention starts during the process of recruitment itself. While hiring any candidate, not only their skillset should be analyzed but also the level of interest and their mindset. The vision of any aspiring candidate should align with the purpose of the brand. The goal of any potential hire should be the development of themselves as well as the organization. Long-term growth can only be possible when your employees benefit professionally and are interested in developing the brand, as a whole.
Find complementary skills and fill vacancies
When hiring candidates for top positions, leaders should focus on those who have the complementary skillset to fill in the desired vacancies. Set aside the urge to hire someone who is an image of yourself and assess candidates based on their strengths. Candidates should fit into the culture of the company, but they should also bring something unique to the table that helps to improve the company culture. Find out what motivates the candidates and help them achieve it.
Talk about shared passions
Unless your potential hire shares passion for what your company achieves and does, they will inevitably jump ship. It is imperative to discern within the recruitment interview about the vision of the employee and the trajectory they have for their future. Questions within the interview should steer the conversation towards understanding whether the employee supports the mission of the company. Moreover, it is also extremely important to understand whether the employee cares about the future of the company and its customers. This allows you to gauge if employees understand the demographics of loyal customers and their value.
Once the desired candidate is on board, it won’t do to never acknowledge them again. Nothing makes an employee lose interest faster than realizing that their voice is not important. Counter this feeling by scheduling regular meetings with the employees to check-in on their experience. Ask them to weigh in on questions such as how their job can be more comfortable, whether they are happy in their roles or not, or if they feel productive enough. Engaging in regular conversations about their achievements and performance shows that the company is also invested in helping them grow professionally.
Challenges facilitate growth
The check-in meetings discussed above, are not only helpful for the employees to express themselves, but also are necessary for the employers to discern which employee wants to learn, is interested in growth, and is on the lookout for opportunities. Such individuals are more open to shoulder additional responsibilities. They should be provided with more exposure to different areas of business. Empower them with whatever tools necessary to succeed and ask them to provide a report on their endeavor. For retention, employees must understand that their contribution is important to the larger picture.
Respect is a two-way street
If employees feel that they are appreciated, valued, and respected within their workplace, retention rates undoubtedly remain on the lower side. By inculcating certain practices in the workplace, your company culture can also become respectful of the employees. Constructive feedback is important to employees because it helps them grow in their professional sphere. A culture that rewards people who go above and beyond what is expected is one wherein an employee will always feel valued. Moreover, employees do not wish to put up with the same routine every day; creativity and a platform to experiment are highly valued in this mechanical day and age.
The bottom line
Hiring employees and keeping retention rates on the lower side need not be a rocket science. Most companies have to understand that employees are not merely cogs in the machine but thinking individuals. They will gravitate towards better opportunities. While jumping ship is part of the work culture, it can be prevented if employers listen more to their employees.<< back to Content