How effective are your strategies for developing—and keeping—your employees?
Creating an effective strategy to develop and retain your employees can have several benefits beyond just the employee. It can also improve the performance and growth of your business.
But first, employers should understand the reasons why employees leave their jobs to begin with.
Most commonly, an employee leaves due to:
- A negative corporate culture
- Not feeling valued
- No room for growth
- Having a bad relationship with their manager
Once you can identify the specific reason an employee leaves, you can begin addressing the issue more effectively.
Following is a list of strategies you can implement to start building a culture where employees feel engaged, motivated, and driven to succeed and grow alongside your business.
Eight strategies to hang on to your employees
1. Treat employees with respect.
Most importantly, show employees that you respect and value what they bring to your organization. As a result, it will motivate them to be as invested in your company’s success as you are.
2. Ask for feedback.
Ask employees why they work at your company and if they feel any improvements should be made. This not only promotes trust, it also gives you the specific information you need to make things right.
3. Provide mentorship.
Mentor your employees regularly to continually build trust. Doing so will help them envision a path to success within your organization.
4. Play fair.
Being just and fair is an essential quality for managers. Showing favoritism or dabbling in office politics will undoubtedly create a negative impact on the entire team.
5. Have their back.
Also important, stand up for your employees whenever the need arises. When employees know they have your support, they can build and solidify trust.
6. Show recognition.
Take time out of your day to acknowledge each of your employee’s achievements. It goes a longer way than you may realize toward boosting morale and productivity.
7. Provide opportunities for growth.
A recent Software Advice article on employee trends found that 49% of small-business employees we surveyed told us they haven’t developed any new skills during the pandemic. In fact, 30% of employees chose learning and development (L&D) opportunities as the most important factors they consider when evaluating a new job after the pandemic.
With this in mind, be sure to provide training activities for employees. They help you better assess their strengths and areas for improvement so you can better develop them.
8. Give them a platform.
Empower employees to present their current projects, performance data, or other activities. As a result, you’ll also increase their confidence, improve their sense of role ownership, and boost productivity.
In short, an organization’s culture is an essential factor for employee development and retention. And it begins with leadership.
When leaders visibly demonstrate their commitment to an organization’s mission and values, they empower employees to do the same.
The eight strategies above are only just a small number of other initiatives organizations can take to generate a positive and productive work environment.
To learn why organizations choose Schoox to helps organizations develop a productive, engaged workforce, visit our website.