What You Need to Keep Your Employees in Your Organisation

In a world where finding employees is already hard, keeping them is a whole other additional challenge. That is why you must equip yourself with the best strategies to retain your employees in your organization. We have collected multiple tips that help you show appreciation, improve working conditions and provide development opportunities for your employees in order to keep them in your organization.

Show Appreciation

It’s the little things here and there that often go a long way. Showing your employees that you appreciate their effort and their results is a great way to keep them motivated. One simple way is to say, “thank you.” Did your employee bring you a printed sheet from the printer, or complete a report ahead of time to give you more leeway? Yes, it may sound very simple and obvious, but employees and their managers can often get comfortable and caught up in the day-to-day responsibilities and although they may think it, they don’t say it. Therefore, taking the time to thank your employees will improve your relationship with them.

You can also give performance praise. Going beyond saying thank you, performance praise is taking the time to highlight the successes of your employee and explaining why you are thanking them. By giving praise, you are communicating that the results of your organization wouldn’t be the same without your employee, and it shows that the employee has his or her place and important role. Announcing the “employee of the week” or sending an email that highlights a success, and sharing honorary mentions in weekly meetings all help to develop an emotional attachment to the company and the team.

Another approach is to surprise your employee with little gifts and perks. Is your employee staying later because of overtime in order to complete a project due tomorrow, or because you are short-staffed? Why not buy them a coffee (or tea, for those who don’t like coffee) or a meal to show your appreciation? A surprise of that sort will demonstrate that you haven’t forgotten their efforts and dedication to the organization. Who doesn’t appreciate a hot cup of coffee?

Improve Working Conditions

In a more “organizational” and structured approach, reviewing and improving your employees’ working conditions helps reduce the turnover rate. Yes, it’s a little more of an investment, but it can change the whole situation around for an employee who might be tempted to search for another job.

From a more financial approach, standard benefits such as insurances and salary bonuses and raises prove to be excellent additions to any employment. This type of approach is very suitable for positions in which you aim to keep your employees for many years (possibly until retirement).

On a day-to-day basis, the benefits that are becoming more and more popular across different jobs are flexible hours and work-life balance. Organizations are shifting to a more human approach in order to respond to personal needs, like family and the cost of travelling to work, by allowing employees to be more independent and responsible for their schedules and performance. If your employee works all day on a laptop in an office, how different is it from working in a café or from home? This helps boost employee morale and motivation.

In terms of the organization itself, an effective way to increase employee satisfaction and consequently reduce the turnover rate is to create and, more importantly, maintain traditions such as outings, events and small recurring activities. Ideas such as a monthly meetup for happy hour or going out for lunch on Fridays benefit the culture of the organization, and the stronger the culture, the more employees will identify with it. It’s always better when the boss picks up the bill!

Provide Opportunity

Lastly, a big contributor to employee satisfaction in a workplace is being provided with opportunities to improve, advance and outperform. Because of the responsibility (and degree of risk associated with handing over important tasks), it is a progressive process. To start, ask for collaboration from your employees on certain assignments or projects, and inquire about their opinions. Involve them in responsibilities that might go a little bit beyond their typical task list. This allows your employees to invest themselves in the company and its operations and demonstrates that you trust them and value their opinions. As the scope of the projects and responsibilities grows bigger, this prepares them to climb the corporate ladder and motivates them to achieve more (psychometric tests can help you determine your employees’ potential for management - click here for an example). You must encourage them to want to grow, learn and improve in the workplace. Your employees’ desire for self-accomplishment is important in keeping them in the company.


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