The biggest nightmare of every manager is seeing one of their best-performing employees resign. It brings upon a set of whole new challenges in addition to the existing day-to-day responsibilities. You not only have to seek a perfect replacement, but you also have to consider the impact of a talented team member quitting on the rest of your staff. Anytime a colleague quits, regardless of the reason, everyone in the office notices.
Unfortunately, this puts them in the thought of whether they, too, should start looking for a new job. Thus, for every organization, job satisfaction, and employee retention should be the top two priorities. To help you with the same, we have compiled a list of five effective tips for managers for effective employee retention.
Become an Effective Leader Yourself
There is a common belief that employees never leave an organization; instead, they leave bad managers. Thus, as a manager, your prime responsibility to prevent employee turnover is to be an effective leader. It would be best to continually update your managerial skills and motivate the same to other company managers. Thus, the basis of the improvement of an organization starts at a personal level.
Work towards Employee Engagement
If an employee is engaged with their company, and particularly the direct team they work with, there is a lower chance of them leaving the organization. Thus, as a manager, your objective should be to ensure that all your employees are engaged. For this, you can present them with better development and learning opportunities, which challenges their skills and helps them grow.
Employees are most engaged when they experience professional growth in what they do. It is only possible when you are aware of the employee's expectations from the job. With that awareness, it will be easier for you to nudge them towards their long-term goals, one day at a time.
There are more than a few ways to do this. Firstly, you need to offer them performance reviews continually. Make the employee feel how their efforts are helping the organization move closer to their goals. Moreover, establish values that employees can be proud of. Offer learning and mentorship program in which the employees can learn, progress, and grow.
Seek Feedback from your Employees
If there is anything that is bothering the employees and remains unresolved, there is a chance that they will feel frustrated. It might damage your employee retention over time. Sadly, many times, managers are unaware of the damage they are unintentionally doing to employee retention, confidence, and productivity. To ensure that you do not fall prey to it, continually seek employee feedback, and alter, change, or eliminate what's bothering your workforce.
Incorporate a Healthy Working Space
Though all of the strategies we have discussed so far do take you a step closer to a healthy working space, it is not enough. When you incorporate a healthy working space, it is vital to consider aspects like where, with whom, and how your employees work. If there is tension ongoing in the team, they might not conform to their best potential and continuously feel distracted. Thus, every team must maintain a cordial working space for every member.
Offer Good Perks
Of course, you have to pay your employees their dues, but beyond that, if you offer them thoughtful perks, the employee feels valuable and more connected to the company. Perks can be something as tiny as a gym membership, or if you are a product-based company, you can offer your employees discounts on your in-house products. Even little things can be a thoughtful and kind gesture to make your employees feel valued. Show them you care for their well-being. Always be creative with the perks to ensure that you offer good benefits to your employees.
The Bottom Line
For a manager, the primary priority should always be employee retention. You can follow these five tips and be assured that your employees will appreciate the kind of support and effort you are putting in for their well-being if you do it right. In any company where the employee feels respected and valued and sees continued growth, he would want to stay, regardless of the other factors like salary.<< back to Blog