Retaining employees takes trust and faith in them

08.05.2013


Retaining employees takes trust and faith.
Retaining employees takes trust and faith.

Dedicated employees are more likely to stay with a company for the long haul, but it can be hard to know how to keep them happy. Every person has different needs and desires, and while it can be easy to determine what one person may require from a job, others may be more difficult to please.

Building trust and showing faith in employees are important pieces of the puzzle, according to Forbes, and communicating with them is a good indicator of their thoughts and feelings. Meeting them in person or in any possible face-to-face scenario will help you reach common ground with them, allowing you to build trust and communicate needs and desires. Non-verbal cues are just as important as verbal ones, the news source says, which means virtual meetings and check-ins may not always cut it.

Creating opportunities for advancement is another clear way to retain employees. Hiring from within doesn't just help you avoid a potentially lengthy job search period, but will assist you in finding employees who are ready and willing to stay and grow with the company. Make sure your workers are aware of new positions that open within and keep your eyes out for any who would fit a position well enough to pursue them, if necessary.

Giving your team hands-on assistance, while providing them with the resources they'll need to do their jobs can coach them, not only improving their performances but raising their spirits and, likely, keeping the company in their good graces. Being accessible and helping with problems that arise can show a genuine interest in their well-being, allowing you to take a clear role to help them grow.

Clear goals, clear evaluation
Laying down concrete and well-defined performance goals for your employees to meet, then evaluating them fairly and consistently, will help your team gain confidence in their work. This doesn't just mean rewarding employees who hit the mark consistently; those who don't quite make the cut should have their work reviewed to see where they went right or wrong, allowing them to avoid repeating the same mistakes over and over again.

While bonuses, perks to the job and pay raises are going to entice any employee, high-quality benefits shouldn't be an employer's only focus when it comes to retaining employees, according to Fox Small Business. Smaller, everyday perks such as free food or relaxed dress codes are attractive to more than 20 percent of employees surveyed by Glassdoor, which means the smaller things might be just as attractive as the big-picture ones to some employees.

This isn't to say that major benefits aren't important to employees either. More than 70 percent of workers rate medical coverage and time off as the two most important benefits an employer could offer them, with other positive aspects including 401(k) plans, emphasis on employee wellness retirement options, training for further development and reimbursement of college or school tuition.

Employee retention numbers mixed for employers
The numbers show mixed levels of employee retention. More than 20 percent of employees are concerned about being laid off, which would bode well for retention, but more than 40 percent have confidence in finding another job with similar skill requirements.

In Aerotek's recent Recruit or Retain Report, the recruiting and staffing company found three out of five employees would leave their current job for a competitive offer, which can be imposing to employers who currently need to fill more than 3.8 million open jobs.

Training opportunities have been cited as one of the best ways for employers to retain their hires, as 91 percent of employees who believe their employer has invested in them are not likely to leave their jobs, another 85 percent of employees reporting they're not likely to leave if offered ongoing training opportunities.