Employee retention: 7 factors why employees* stay

In times of severe skills shortages, employee retention is more important than ever – because when good staff is hard to find, you should keep the existing ones at all costs. It doesn’t have to be a cost factor. With these tips, you can promote a motivating work environment that people love to stay in, with little effort and little budget.

To feel respected, appreciated, taken seriously and as part of a team – that’s what most employees want. If employers take this to heart, it is much easier for employees to not just do things by the book. When everything fits, they turn heads, achieve incredible things and help the company grow (in two senses).

However, feel only a few employees with the companies they work for, connected. Gallup Engagement Index for 2020 shows:

  • 17% feel a high emotional connection to their employer
  • 68% feel that retention is low
  • 15 % do not feel emotionally connected to their employer at all

Employee retention reduces fluctuation

Having motivated and satisfied staff is not an impossibility, but it doesn’t fall into a company’s lap either.

If an employee is already looking around to see what jobs are available in the market, he or she already has one foot out the door. Accordingly, it is important to address the problem before it even exists. It starts with Job interview (keyword: candidate experience), continues with onboarding and ends with regular feedback (which, by the way, also includes the rejection letter). So that a Counteroffer to termination If this is not necessary, you should take countermeasures in time.

5 reasons for employee retention

Employee retention is based on Satisfaction and motivation – but the latter are often perceived as secondary corporate goals. However, having satisfied employees has much more far-reaching effects than just good-humored people. At first glance, the measures you take are primarily aimed at promoting the Internet Work environment, the Corporate culture and Mood, but as a consequence the commitment of the employees increases. This can also be seen in hard facts determine:

  1. Motivated employees are more concerned about their Comfort zone for their work. You are committed to your work usually more efficient.
  2. When employees are satisfied, they recommend their employer and its products to others (and what could be better than advertising from their own ranks?)
  3. Show happy employees Initiative, like to work on new projects and stand by their Mistakes, while dissatisfied employees are more likely to make excuses, complain, and only do the bare essentials.
  4. Satisfied employees prefer to work in a team and a good team structure leads to More motivation and productivity.
  5. If employees are happy in the company, they stay and reduce fluctuation.

The consequences of too little employee loyalty

If employees don’t feel connected to their employer, it has far-reaching and negative consequences costly consequences. Work performance deteriorates due to a lack of motivation – "I don’t care, it’s not my company" – if this sentence is heard more often in the team, you should be alert. Less engaged employees are also more likely to remain silent about undesirable developments in the company and keep concerns to themselves.

If employees leave the company quickly, this makes the affected teams and thus the whole company more unstable Company unstableKnowledge cannot be built up in the necessary depth or is quickly lost again, customer service suffers and the remaining staff is more susceptible to mistakes burden.

7 essential factors for better employee retention

Demotivated employees are a symptom of a larger problem and it is often up to HR management to address these issues.

#1 Appreciation

Give praise only in moderation – a credo that can backfire badly. According to the book "How Full is your Bucket," lack of appreciation is the number one reason employees quit. Those who always deliver solid performance should also receive appreciation for it. There is hardly anything More frustrating, than not getting recognition when they deserve it. This is primarily a matter of intangible thingsEmployees appreciate praise more than gifts!

  • Praise for everyday good performance
  • Celebrating great successes
  • Regularly ask for employees’ opinions
  • Little niceties like ice cream for the team on hot days

An adequate salary and appropriate benefits are part of the appreciation of work. However, these things are only a bonus that cannot replace a stable foundation of mutual respect, appreciation and good communication.

#2 Feedback

"Talking gets people together" – establishing an open culture of discussion can nip many problems in the bud. Direct Feedback Giving a smile helps employees just as much as regular contact. Feedback on their work is the only way employees can grow and develop.

A good employer/employee relationship is based on communication, trust and respect. This can only happen if the relationship between different levels of the hierarchy is positive or at least not negative. If fear is mixed into the daily work routine, for example because the head of department never says hello and only talks to the employees when there are problems, the feedback culture is not healthy Atmosphere poisoned. Giving and accepting feedback becomes very difficult in it.

How to achieve a healthy feedback culture in the company?

  • The "basics" of interpersonal communication should be in place: Greetings, "please" and "thank you" and a smile in everyday work are the basics
  • Make sure that you as a manager are part of the team and not above or beside it
  • The workplace should not be a place of fear for anyone – an atmosphere of respect and trust ensures this, for example by asking about obvious problems, showing sympathy. Furthermore, mistakes should not become a stigma – after all, the whole team can learn from them
  • The annual appraisal interview is not enough – regular meetings, face-to-face discussions and goal achievement meetings ensure more commitment and a good relationship

Important: The Quality of feedback! Meaningful, meaningful and constructive feedback reaches more. By the way, this can also come from colleagues, as they often have a better insight into the daily work routine – managers should encourage their team members to feedback to each other and lead by example.

#3 Happiness and development

You can’t force employees to put their heart and soul into their work – but you can create a positive working environment and make a big difference with the smallest changes in everyday work (see points 1 and 2). If you are "happy" with your job, you will undoubtedly do it better.

If employees are demotivated, they are also more likely to complain about their work and fill their day with many breaks or social media. then you should ask yourself:

  • Are they satisfied with their Workload overloaded or underloaded?
  • Will they also Weekends or vacation entrusted with work tasks?
  • Do they get enough Recognition and feedback for their work?
  • Show me Participation also for private problems?

If a team member seems dissatisfied, withdraws, or becomes cynical, In any case, the respective situation should be looked at more closely and evaluated as to how it could be improved for both parties. A concrete solution to a problem could be to open conversation to work out the role of the person in the company and to find out where he or she can develop. Opportunities for advancement or transfer Increase the chance that an employee will stay with the company for a long time.

#4 Training and freedom of choice

Offering employees professional programs for advancement and further development promotes personal motivation, which Desire to grow with the company and employee retention.

Self-reliance and independence determine to a large extent employee satisfaction and are inevitable in the increasingly agile world of work.

What can managers do to achieve this??

  • Give Trust! Allow employees to work on their own projects
  • Motivation also comes from the feeling of being needed and to always develop further: Personal development should therefore always be on the agenda
  • Do training opportunitiestransparentIf training courses have to be painstakingly requested and are seldom approved, this will drive away employees who are eager to learn
  • Forget command and control! Engage with agile methodologies like OKRs to give your staff*s More independence and self-control to enable.

#5 Colleagues and teamwork

Whether it is the company atmosphere, the appropriate salary or the right workload – a suitable environment ensures that employees like to stay.

Even friendships at work or friendly interaction with each other should be encouraged: If colleagues get along well, communication and workflows improve. Feedback, mistakes and problems are much easier to discuss when all team members know: "Everyone here means well to me."

  • Getting to know each other (especially for new employees) should also be encouraged outside the workplace: Team events are fun and connect people
  • A coffee chat together once a week or a Lunch away from home strengthens the team structure
  • A joint meeting The meeting at the beginning of the week brings everyone up to speed and ensures that everyone is aware of what is going on with their colleagues

Not to be underestimated: Fairness within the teams! Employees should feel that they have about the same workload as their colleagues and receive the same recognition for their work. Salary is also a factor. If it turns out that the person in the next office is paid significantly more for the same work, motivation is lost.

#6 Health promotion

Stress due to too much work, too few breaks, unhealthy diet and lack of exercise: classic office life, or? Unfortunately, this is true for many companies. However, health promotion can be integrated into everyday working life by very simple means:

  • Take breaks: Managers, along with their teams, should take a short break once or twice a day in addition to their lunch break: Get away from the workplace, have a drink, a quick chat. This is how easy it is to clear your head.
  • If you are sick feels, stays at home: Here, too, are Managers are the decisive role models. Going to work with a cold or sore throat? Better not! This reduces the risk of infection in the team (and among customers) and shows: Health first!
  • Flextime models or the option of home office allow for better Work-life balance
  • Offer a healthy working environment on – no matter whether it is small coaching, a Health day or the almost obligatory fruit basket acts; also healthy lunch or Fitness Grants are a good way to promote health

ImportantThe mental health has just as much importance as the physical one. Stress-related overload and burnout unfortunately put workers* out of action in the long run.

#7 Common values

Nothing promotes employee loyalty like a corporate culture in which employees really feel at home Feel good and welcome. A true cultural fit can only be achieved if the values of employees and the company are compatible match.

If the company’s values match the ideals of its employees, the latter are more likely to recommend the company to others.

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