In a globalized and competitive world, successful companies have understood the importance of attracting and retaining talented collaborators, since only with trained and capable personnel can the organization survive and grow.
However, multiple questions arise such as: what reasons drive employees to leave a company? What measures can the organization implement to retain its employees? Who is really responsible for retention in a company: supervisors and managers or the human resources department?
It is key that any company can provide answers to these questions in order to develop a good strategy aimed at employee retention.
According to some research, the top three reasons why employees choose to resign from an organization are:
- When they see that the company lacks leadership or vision.
- When concerns arise about how management treats employees.
- When they lack administrative support in areas such as performance appraisal review and employee development.
Some supervisors and managers acknowledge that the responsibility of retaining their staff rests with them, and others simply do not know what to do about it. Here are some recommendations to retain your staff:
Offer your collaborators space to grow:
Sometimes it is not easy to offer this possibility more if the company is small. However, it is important to take this recommendation into account, since many employees when not growing are frustrated and decide to seek new horizons in other companies.
In this sense, the manager or supervisor can call several meetings a year in order to examine the performance of his staff, determine their growth opportunities and identify possible interested successors for the positions that are emerging or that may arise.
Enrich your employees’ experience:
It is important that the manager supports his collaborators at all times so that they can expand their skills. In addition, you must provide them with the authority and resources necessary to solve problems. Much research has revealed that employees in areas such as sales and customer service can derive more satisfaction from their jobs when managers perform these actions.
Maintain good communication:
It is necessary for the manager or supervisor to maintain daily and fluid communication with his staff in order to know aspects related to his productivity and morale.
It is not only about financially rewarding the worker but also offering other types of reward that can even sometimes be free, such as congratulating them for doing a good job. As for wage increases, these must be clearly defined and on what basis they are made.
Face the tension:
The manager who is abusive, who harasses his workers, is insensitive and uncompromising with working hours, most likely has a high turnover in his department.Managers need to maintain a balance between obtaining organizational results such as providing a deal humane of your employees.
Every manager must also remember that when a collaborator quits, the organization not only loses a trained employee who knew his job well, but also loses competitiveness, which reduces his opportunities to advance and grow in this world.