Four Proven Retention Tips For 2021

With economies worldwide teetering precariously in response to the pandemic, one would think that employees would be happy just to hold onto their jobs.

However, the past year has shed light on mental health and seen a shift in priorities. As such, employees will leave your organization if you aren’t focused on retention. This fact holds true even if a hypothetical team member hasn’t landed a role elsewhere. So, employers must be more mindful of the tenor and the times. 

More than ever, people are more worried about overall job satisfaction and quality of life. 

Provided your organization fails on both fronts?

Then you’re likely one of the 47% of HR professionals claiming employee retention is your most significant challenge.

Do you fall into the above category? Then you must follow the tips below to successfully bolster employee retention:

  1.       Help Your Employees Grow

You’ll find most employees are reasonable. They aren’t expecting to be chairman of the board within a week. However, talent likes knowing their employer has their growth and development in mind.

A LinkedIn survey reinforces the above point. It cites 94% of employees stating they’d stay longer with a company invested in their professional development.

Losing a talent because you didn’t invest in their development is a bitter pill to swallow. After all, these people are eager to learn and ambitious enough to make a more substantial impact. 

Note that the mere act of starting such a program isn’t guaranteed to work. You need to use the correct tools and cater to your team’s specific learning styles and preferences to best build their skills.

  1.       Make Onboarding More Than a Buzzword

 Did you know that 76% of survey respondents say that their workplaces aren’t onboarding new hires correctly? 

Ineffective onboarding is associated with high turnover rates, leading to unnecessary and unwanted financial damage. 

When you onboard, it can’t merely be some rudimentary paperwork. It’s a sustained process, ranging anywhere from three months to a year, depending on the position’s prominence. Part of this includes establishing benchmarks and check-in periods. Commonly, organizations use a ‘buddy’ system to help ease a new employee’s transition.

  1.       Use Positivity to Breed Productivity

A poll from Gallup cites 65% of people feeling unappreciated at their job.

For an assortment of reasons, office environments aren’t associated with gratitude and appreciation. One could surmise that managers create such boundaries because of their own experiences while rising up the ranks. Emotional unavailability becomes a survival mechanism for some.

Unfortunately, holding up these barriers combined with employees feeling bogged down leads to top talents not sticking around.

Note that your gratitude initiatives can’t be robotic or forced. Don’t just pay compliments for the sake of it. Instead, make it personal (e.g., encouraging employees to write private notes of gratitude to one another). 

  1.       Ensure that Workloads are Reasonable

Suffering from ‘extreme stress’ is something afflicting 34% of employees, according to Morneau Shepell.

 A significant contributor to the above statistic is overworking your team. While short-term productivity spikes might seem enticing, it’s often a big picture disaster. Your best people will leave you in the lurch for the sake of their mental and physical health. 

Many people will stoically bear the “over” load. It’s up to you to look for the signs that your team is being pushed to the brink. 

Follow these approaches to lessen the workload:

  •         Make sure you (the manager) aren’t overworked.
  •         Encourage open dialogue about the workload.
  •         Insist that employees take vacation time.

Entering 2021, as a leader, you need some reassurance to retain your own sense of stability. Steady your organization by recruiting from the pool of reliable talent available at US Tech Solutions. Contact us today!