With LinkedIn just a click away, employees can easily daydream about a new job if they’re unhappy, or even just a little bored. Millennials are particularly used to the idea of switching jobs and places of employment multiple times during their career which, depending on the circumstances, could heavily affect your employer branding. Hiring new staff members can be a time-consuming and expensive process. By incorporating these changes in your retention strategy, you can boost your employee retention rate and ensure that current employees remain happy where they are.
Make room for flexibility
We all have private lives. As an employer, it’s natural to expect your staff members to work hard during work hours, but at the end of the day, we’re all human, and sometimes things come up. Whether your marketing manager has to collect his child from school when she’s sick, or your HR assistant has a doctor’s appointment, flexibility is key. Employees want to feel like their boss trusts them to get their work done, even if it’s not always during traditional (and outdated) working hours. Avoid micromanaging: you hired your employees because you believed them to be capable of handling the task at hand, so give them space to prove it.
Allow flexibility with your work from home rules, with key benchmarks in place to ensure that deadlines are being met and the necessary work is completed to a high standard. Non-fixed work hours can also be helpful for employees juggling home life alongside their job. Flexibility is something that people really value - no one wants to stay long in a job that’s too rigid they can’t even go and view a house they want to buy! Trusting employees and giving them the flexibility to manage their job alongside their daily life is a sure-fire way to keep your staff happy.
Consistent communication wins
Sometimes, things go wrong. Whether it’s a miscommunication, or someone’s unhappy with the way the situation has been handled, good communication is crucial. It’s a two-way system: employees need to be able to speak openly with management, and senior staff members should also ensure they communicate effectively with their teams, dealing with issues as they arise instead of waiting for them to snowball.
To foster consistently solid communication internally, consider using communication software like Slack or Microsoft Teams. The instant messaging element mimics social media, helping employees communicate in a way that feels natural to them, rather than always resorting to overly formal emails. It’s also a good idea to check in with employees on a regular basis, through monthly 1:1 meetings. Ask employees what’s going well and what they need additional help with, and provide the chance for them to share anything personal that might be affecting their work. Employees will feel supported and more willing to come forward in the future when they know they’ve got the encouragement of their boss.
Provide learning at every stage
A common complaint when it comes to employees leaving a company is boredom. After performing a similar job for a number of years, it’s natural to crave something different. One way that companies can keep their staff engaged is through facilitating learning at every stage. The options are endless - sending employees to relevant conferences, or offering courses teaching new skills like negotiation, social media or personal branding.
If your company budget is stretched, even handing an employee a new type of project keeps things interesting and allows them to develop outside of their usual skillset. Consider internal mentoring arrangements, with more senior employees guiding newcomers in the early stages of their career. It’s something that both the mentor and mentee can benefit from, and helps strengthen company culture as well - a win-win.
Are you looking to grow your team? We can find the right employees for you, ones that match your company culture and have the necessary skills and experience.