Retaining top talent within an organization is essential.\u00a0 There are costs above and beyond financial costs when key individuals leave a company.\u00a0 Therefore, companies invested in success must include in their success formula a plan to continually \u201cre-recruit\u201d existing employees.\u00a0 While salary is often a factor when an employee decides to begin a new position – salary generally is NOT the reason that employees leave a job.\u00a0 A re-recruitment strategy includes looking at these reasons – and then, taking action on the findings.\u00a0 Create the kind of company where talented employees don’t want to leave -recruitment then becomes a non-issue.\u00a0 Salary isn\u2019t everything!<\/p>\n
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1.\u00a0 \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Respect: <\/b><\/p>\n
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Respect and acknowledgement go a long way.\u00a0 We are all more than our jobs.\u00a0 Acknowledge your employees for being who they are as people –not only for their technical abilities.\u00a0 Demonstrate your respect for them by treating them with dignity.\u00a0 Set the tone that your employees matter.\u00a0 Treat them as you\u2019d want your own family members treated by their employers.\u00a0<\/p>\n
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2.\u00a0 \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Communication: <\/b><\/p>\n
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Most employees feel their company does not communicate enough with them.\u00a0 We give our all to our jobs, yet often, companies don\u2019t provide us with core communication beyond an employee manual, which may or may not include the company’s mission statement.\u00a0 Find ways to communicate what your company is all about.\u00a0 Don\u2019t assume that your employees aren\u2019t interested in knowing more – they are.\u00a0 Find ways of repeating information in different contexts, to ensure that you reach everyone.\u00a0 Think creatively about how you might do this – staff meetings, company picnics, task forces, team-building sessions, or 1:1 when you walk down the hallway.\u00a0 Share the company’s vision, mission, goals and objectives, performance and other relevant news with your employees.\u00a0\u00a0 Provide your employees with a context so they<\/p>\n
understand how they fit into the big picture.\u00a0 Make sure that<\/p>\n
there is congruency of communication.\u00a0 That is, if the company has a policy of being on time for meetings, this should be met with congruency in the organization\u2019s timeliness for producing reports, or responding to customer or employee inquiries, etc.\u00a0 Be consistent with your message and communicate this on an on-going basis – verbally and in your actions.\u00a0<\/p>\n
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3.\u00a0 \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Feedback: <\/b><\/p>\n
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We all appreciate feedback on a continual basis \u2013 don\u2019t ever just rely on an annual job performance evaluation!\u00a0 Provide your managers with coaching training so they can effectively coach employees on an on-going basis.\u00a0 This will deepen the supervisory relationship and create a stronger bond – allowing for more honesty in the communication and growth in the employee.\u00a0 When managers utilize coaching techniques, employees are provided with invaluable opportunities for continuous development.\u00a0 This will matter as much, if not more than, the salary you provide the employee.\u00a0 Just as we get married to our spouses every day, so too do we re-commit to our employees every day.\u00a0 We recruit them every day; we give them performance appraisals every day.\u00a0 Give your employees reasons to re-commit to their jobs, or to the company, on a daily basis.<\/p>\n
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4.\u00a0 \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Develop: <\/b><\/p>\n
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Provide your employees with training and development opportunities.\u00a0\u00a0 It\u2019s not enough to provide them with verbal feedback about how they’re performing at their job.\u00a0 You then need to take this a step further by providing them with tools and training that support their professional and personal development.\u00a0 Demonstrate your care for them by providing them with professional growth opportunities! This could mean tuition for advanced learning, or it could mean seminars, conferences or on-site training.\u00a0 Look into teleclasses as a cost-effective and convenient way of providing development for your staff.\u00a0 (If you\u2019re not familiar with teleclasses, contact me for more information.\u00a0 They\u2019re the latest<\/p>\n
training tool that businesses around the globe are utilizing.\u00a0 Teleclasses can be custom designed – and because they\u2019re conducted over the telephone, they\u2019re an ideal way to train and develop employees who are at scattered site locations.)<\/p>\n
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5.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Tools: <\/b><\/p>\n
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Provide employees with the tools they need to do their jobs.\u00a0 This might sound obvious, but you\u2019d be surprised at the things we ask our employees to do without giving them the tools they need.\u00a0<\/p>\n
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6.\u00a0 \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Listen: <\/b><\/p>\n
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Don’t assume that you always know the answer!\u00a0 Your employees are closer to the problems than you are.\u00a0 They\u2019re also probably closer to the solution!\u00a0 Provide employees with ways to communicate their ideas, so your company can stay ahead of the curve.\u00a0 The fact that your employees experience problems on a first hand basis means something;\u00a0listen to them!\u00a0 In addition to finding creative solutions, you might also learn about problems you weren\u2019t even aware of.\u00a0 This is a plus.<\/p>\n
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7. \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Leadership: <\/b><\/p>\n
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Lead by example.\u00a0 Motivate and inspire your employees to be the best they can be.\u00a0 Think big and your employees will too — provided you\u2019re communicating with them.\u00a0 Set a strong example by being the kind of leader they’ll look up to.\u00a0 Walk the walk and move others forward by moving yourself forward.\u00a0 Leaders lead by example.\u00a0 Challenge yourself to greatness while being accessible and down to earth \u2013 they\u2019ll see in you a role model and a mentor.\u00a0<\/p>\n
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8.\u00a0 \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Benefits: <\/b><\/p>\n
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Sure, salary is important, as is a vacation and holiday package.\u00a0 But these days, the companies that retain their employees offer more than financial incentives.\u00a0 Companies that provide employees with quality of life benefits – especially those that support work\/life balance – are deemed extremely desirable companies to work for.\u00a0 Invest in your employees!\u00a0 Provide them with a coach, a membership to a health club, on-site childcare or resources to help them deal with eldercare.\u00a0 Hire a masseuse to come in once a month.\u00a0 Work\/life balance is increasingly a challenge for most of us – provide your employees with the tools and resources that will help them in this area.\u00a0 By doing so, you\u2019ll more than get your money\u2019s worth in improved performance and retention.\u00a0<\/p>\n
\u00a0<\/span><\/b><\/p>\n Make A Commitment<\/span><\/b>:\u00a0 I will create the kind of company that talented employees don’t want to leave. Recruitment then becomes a non-issue!\u00a0<\/p>\n Deadline: _________<\/b><\/p>\n","protected":false},"excerpt":{"rendered":" Retaining top talent within an organization is essential.\u00a0 There are costs above and beyond financial costs when key individuals leave a company.\u00a0 Therefore, companies invested in success must include in their success formula a plan to continually \u201cre-recruit\u201d existing employees.\u00a0 While salary is often a factor when an employee decides to begin a new position…<\/p>\n","protected":false},"author":4,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[1],"tags":[],"yoast_head":"\n