In this day and age, it has gotten extremely hard to obtain and retain employees, with all the competition in the job market today. But what a lot of businesses don’t realize is that retaining employees has nothing to do with paying them more than the next company… but it has everything to do with whether or not they’re happy at their jobs.
Forbes.com states that employees who are happy at work show higher productivity, higher sales, and have higher overall employee morale, making them loyal to the company. You have to know that you are running a “well-oiled machine” when employees are sticking with the company when salary isn’t a determining factor. That actually sounds like a wonderful thing, and it really is but what you really want to get down to the bottom of is WHY are they sticking with the company?
You can have ten thousand names on payroll but it means nothing if the reason why they’re staying isn’t a good reflection on the company. Are employees staying because they want to and genuinely enjoy working there? Or are they staying because they need the job and don’t have anything else lined up yet? Those are the questions you want answered to really be able to tell how your company is doing with employees.
If you’re nervous as to what the answers to these question might be, why don’t you actively start making changes to your company’s daily work life? This is something very possible to do without overstretching yourself or making promises you can’t keep. If you put into action some of these components for your employees, you’ll be guaranteed to build a better team of employees and see a significant change in productivity and company morale.
Say “Thank You” as Often as You Can
This may sound simple enough but as a manager, it’s so easy to get caught up in your own responsibilities while delegating other responsibilities to your employees without a single thought of saying thank you. Of course, everyone is adults and don’t need constant coaxing to do their jobs but a simple thank you can make a world of difference to an employee who feels greatly underappreciated for all that they do. Put yourself in your employees’ shoes and recall the times where you’ve worked a job and didn’t feel appreciated. In your management role, always remember that it doesn’t cost a dime to give someone a kudos on a job well done.
Recognize Standout Employees and Reward Them
When it comes to certain employees who consistently perform well and even those employees who hit or miss on performance, they deserve to be rewarded when it’s deemed necessary. It’s not only a way to recognize employees but it’s also a way to show that they are not just an employee badge or number… it’s to show that they are valued too.
Whether it’s a 20 dollar gift card to Walmart or a destressing office toy, the fact that they are being recognized and given a token of appreciation lets them know the type of company they work for and that their hard work isn’t going unnoticed. And that’s really all employees want… to feel appreciated and valued.
Provide Learning and Advancement Opportunities
One of the things that attract people to certain companies is the fact that they have advancement and learning opportunities. A lot of job seekers have a hunger to learn and not be complacent in a position for too long… They want to get the job, master the job and skills associated with it and move up in the company. Those people are called innovators and they are people you definitely want to keep in your company to possibly take it to the next level. If you provide those opportunities, whether it’s in cross-training courses or recommendations for certain positions, employees will definitely stay put not because they have to but because they want to.
Give Honest and Helpful Feedback on Performance
The way an employee will respect you most is by being honest with them, especially when they are really trying hard to do their best but are getting hung up in a couple of areas. They would rather you be honest with them about their work-related short-comings rather than you tell them what they want to hear and never offering ways to help them improve their performance.
