Talking about employee withholding strategies, if your business does not have one yet, you are not unaccompanied.
One of the major concerns in front of employers worldwide is how to keep hold ofhuman resources.
According to a recent information by industrialist, more than 50% employers polled in a Watson Wyer survey do not have a official employee retention strategy. Here is why you need to critically analyze if you don’t have one in place yet:
Human resources are thechiefpossessions of your organization – clientele come second.
If you take good care of your staff they will replicate this sentiment to your clientele and clientele making your business noticeable in the multitude.
Google, Facebook, Amazon, Flipkart, Microsoft, TATA and all the other great names you can think of have one thing in universal – they engageendowments and they maintain them.
It therefore makes logic to have some strategies ready to preserve your supreme talent.
Presenting fewcaptivating employee retention strategies to considerablycondense attrition velocity.
- Focus on hiring the right Candidate
The progressionof Human resourcewithholding begins greatlyprior to the real signing of the work concurrence between an employer and an employee.
A lot of organizations, especially those reliant on technical know-how, have a pre placement assessment for the short listed candidates.
This facilitates the understanding of thecompliance of the talent in advance. Though these checks might give you a reasonable idea of the methodologicalpotential of the person, only a personality analysis can reveal andappraise whether or not the contender has the right intellectual and social propensity to be a right candidatefor your organization.
- Supportnovelrecruits through Direction and Stimulation
Initial days at new office can be strenuous. A new employee has to develop an understanding regarding the working strategies of new work place. He is getting exposed to a new culture. Instead of leaving the employee on his own employer should create a startup plan for him which helps him sync with the new environment. Give him office tour and introduce him with his colleagues, conduct an orientation for the clarity regarding office and departmental strategies of the organization. An induction program helps a new employee to comply with the new work as a part of the organization she has just joined.
- Pay attention to your Employees for Feedback
Keep it relaxed by embracing the open door policy. Pay attention and give confidenceto them to provide feedback which helps the organization to bring improvement. Most of the organizations consider feedback as a tool forpertinentanalysis. Instead it can be used as a two way communication for aprogressivelucidity.
Feedbacks also accomplish another very important objective of conveying the employee that he is being observed by the organization. A feedback makes the employee feel that his work is not going unnoticed, which in turn makes him more responsible towards the organization.
- Employee admirationgives long term benefits
An annual appraisal based on employee assessment is sometimes not enough to keep your team member motivated. Everybody loves a pat on the back every now and then. There is a sense of accomplishment when your work is appreciated by your seniors and coworkers. Appreciations can be circulated within the organization with mentions in fortnightly or monthly newsletters. Good work when rewarded results in betterment.
Contented employees will always be loyal to the organization. Introduce small but lucrative incentives to encourage a competitive attitude.
- Celebrate with your team
Take celebrations seriously because all work and no play can make the whole team dull. Take your team to offsite, let them pursue their hobbies, let them be who they are, this will not only keep them active but also accountable. Get to know whether your employees are leading a healthy life or not – engage them in yoga and music sessions. Personal space of the employees needs to be respected but they must know that they will be supported in the hour of needalways by the organization.
- Have a expansiongraph For your Employees
Your employee will love to have a clear career graph in front of him. The role of the employee needs to be planned beyond the current project. Inter-departmental training programs are a great way to encourage employee to interact with other teams and help himto understand other verticals within the organization. Employees like to stick to an organization which cares about their individual accomplishments.
- Revise/Modify Human Resource directives
We are living in the communication era hence the strategies suitable for industrial age might not be of much use now. You might need anrenovation to your human resource strategies. You will have to have an employee centric policy that is dynamic and that adjusts to the changing ways of the world. The more stiff it stays the more difficulties your organization will face retaining talent. Keeping your HR policies updated at all times in accordance with the best practices is a must.
- Be in touch with your team
If you want to build a healthy team you need to trust them. Make a clear mechanism to share any changes within the organization. Being a part of the victory story of an organization, increases employee loyalty. Sharing future plans with the employees, helps them see the larger picture and understand their concern help achieve organizational goals faster. It instils in them a sense of duty of working towards a larger goal together.
- Bring inretaining Interview
While Exit interviews are quite the norm, while you get to know the reasons why people leave your organization, stay interviews are more practical.
Here is a great way to understand what makes your employees stay in your organization and what the reasons they may not want to continue are.
This can be done through asking questions such as:
What’s the most thrilling part of your job?
Or
What would you miss the most in your existing role, if you went for a role change?
You can also ask them about role change or a suitable department they would want to work in.
The concept of ‘stay interviews’ helps you spot probable damage and gives you enough time to act on it.
Conduct stay interviews occasionally.
An organization that respects its employees, keeps them engaged with suitable policies result in higher employee preservation/retention.
Taking small steps go a long way in enhancing the success and growth of an organization.