It’s no secret that retaining top talent is key to organizational growth. Recruiting and retaining new employees is not only expensive and time-consuming but also negatively affects the productivity and morale of your employees. Employee retention has a significant impact on your bottom line, so retaining top talent should be at the top of your priority list. The key to a successful retention strategy is really understanding what employees value the most and acting on it to upkeep employee engagement and satisfaction. It’s essential to constantly evolve and get creative with retention strategies and cater to the needs and wants of today’s workforce. Here are 7 effective strategies to help you improve employee retention.
1. Improve Onboarding Experience
Effective employee retention strategies begin with the hiring process. During the onboarding process, your HR team should go beyond just teaching new employees about what the job entails. They should also try to provide a clear view of company culture and how new employees can flourish in it. An effective onboarding reinforces a positive impression, sets clear expectations, clarifies policies and benefits, and integrates new hires into the company culture. You can improve a new hire’s experience by offering mentorship programs, buddy programs, and more to help them feel like they’re a part of the organization and set up for success.
2. Offer Attractive Benefits
Offering attractive benefits not only helps you retain your top talent but is an asset in recruitment as well. Companies that use benefits as a tool for recruiting and retaining talent reported better overall company performance and above-average effectiveness in recruitment and retention compared with companies that do not. 78% of employees said they’re more likely to stay with an employer because of their benefits. You probably already offer certain benefits, but are you offering the right ones? If you want to create a benefits package that will help you retain top talent, you have to see what your employees really want. By conducting surveys and speaking to your employees, you’ll begin to understand what’s important to them and what you can offer.
3. Focus On Engagement
When it comes to retention, employee engagement is a significant factor. Engaged employees are passionate about their work, take pride in their organization, and feel respected by their employers. Employees that are not engaged or actively disengaged are more likely to look elsewhere and quit their job. You can increase engagement by encouraging feedback, communicating openly and consistently, being transparent, and challenging your employees. Fostering a growth mindset and viewing failures as valuable experiences is essential to keep your employees engaged.
4. Prioritize Recognition
Recognition is crucial, as it lets employees know that their achievements and contributions, big or small, are appreciated. When managers give regular recognition and encourage peer-to-peer recognition, they help foster a strong culture and create a positive and motivating environment for everyone. Nearly two-thirds of employees would leave their job if they didn’t feel appreciated by their manager. When employees feel that their achievements and contributions are being recognized and appreciated they feel respected, making them unlikely to explore their options elsewhere.
5. Encourage Work-Life Balance
A balanced work-life situation is vital for employee satisfaction and wellness. When employees don’t have much time for their families, health, and leisure, they are more likely to perform poorly at work and likely to suffer from burnout. The bottom line is that encouraging a work-life balance will lead to happy employees, which is essential for retention and your business’ success. Offering remote work options and flexible work schedules are great ways to retain employees and increase efficiency. Employers must prioritize work-life balance, especially when employees are working from home. It’s important to define boundaries so that team members can have time to themselves and be able to take breaks and recharge.
6. Drive Employee Growth
The modern workforce values growth, career advancement, and purpose. A great way to prevent turnover is by giving employees opportunities for growth and development. Many people leave their jobs because they don’t see professional or career development opportunities at the place they work. Make it a priority to invest in your employees by encouraging long-term goal setting, providing coaching and mentorship, and leveraging internal hires when possible. When you encourage your team to continuously learn and grow, you’ll reduce the risk of turnover and increase employee retention.
7. Utilize Exit Surveys
Employee turnover is inevitable sometimes, but thankfully, you can gain valuable insights from employees who decide to leave. Take advantage of the situation and use exit surveys to receive direct feedback from departing employees. By asking them for their reasons for leaving, you’ll have input that you can take as suggestions for improvement. This allows you to grow and continue to improve the employee experience for those who remain at your company.
Amanee Hasan is a content writer for ZenHR, an award-winning and top-rated HR solution that offers world-class HR software services in the MENA region. She focuses on creating content highlighting the latest HR trends and gives organizations and individuals the tools, knowledge, and research they need to create successful work environments where people thrive.