In today’s companies, retaining the best employees should be a primary task, as this will allow them to maintain maximum competitiveness. In many situations we have seen the value given to an employee until the moment he leaves, that’s when the lamentations begin; It’s like the saying “Nobody knows what he has until he loses it.”
All organizations should seriously think about employee retention, because more and more, people with more talent and creativity are the ones who leave.
People, especially those who have knowledge of their talent, can afford to choose which company they want to enter, and if the position does not convince them after a time to fill it, they migrate to another that offers them what they ask for and that provides greater comfort.
That is why, employee retention is a way to stay competitive in the market. It is the valuable employees that lead small and large organizations to success.
Let us think that when a valuable person leaves, not only the cost of their selection is lost, but also their references, contacts and knowledge disappear, and new training costs and low productivity of the new employee that replaces him appear.
Not realizing the importance of knowledge as a tangible asset of the company is a mistake that can be very expensive.
It is not convenient to give ourselves the luxury of having unmotivated, dissatisfied people in their work, since the dissatisfaction of the employees is directly reflected in the results. The company must meet the specific needs of each worker. It is proven that, a motivated employee, with a positive attitude in his work and committed to what he does, is less predisposed to leave the company, because his relationship with her is greater. It is more expensive to train new candidates than to retain current employees.
Good employees look for job satisfaction, a sense of belonging and connection with the group, the possibility of harmonizing their family and professional life, and opportunities for personal and professional development. This means having to give the employee tools to move forward. Offer you courses in the workplace to facilitate the updating of your skills.
Some of the strategies to keep valuable personnel are as follows:
Teach and show that belonging to the company implies a growth not only professional, but also personal. It is essential that the organization encourages its workers, trains them and gives them new challenges to improve every day. We must not fall into the error of having a business that, structurally, frustrates them and only generates in them the desire not to return.
Accept the ideas and proposals of the collaborators. Avoid imposing plans and, on the contrary, encourage the participation of all staff.
Hire the right staff. The hiring of new staff should be based on a job profile designed by the company, where the skills, aptitudes and even more important, the attitudes of the desired candidate are specified, that is capable of covering and developing the activities assigned to their responsibility.
Make a Work and Family Life Plan, which allows the company to know the work and family life needs of each of its employees and at the same time, that its employee detects them. The idea is to have tools to develop programs that best meet the diverse needs and interests of employees. Preparing this small, but very valuable document with its employees, generates bonds of trust between the company and the employees, since the need for security and belonging to their workplace is met. An employee who knows that his company is interested in his needs for growth, work and even better, family, is better in his professional activity, because he feels supported by his company.
Detect the obstacles or warning points that can border an employee to lower their performance, motivation and, therefore, their objective in the company and in their working life; The consequence is almost always the impending resignation. These obstacles to employee retention are usually exhaustion, lack of balance between work and personal life or frustration with growth and professional development. This detection is carried out through continuous observation and analysis of changes in employee behavior.
Such as demotivation, low work performance, continuous fatigue, chains of mistakes that were not usually committed, isolation, disintegration of the work group, among others. A small talk that helps detect the root cause of these changes may be enough to reactivate the mood and align the desired level of productivity.
Keep in mind that even the most interesting and suggestive job can end up causing boredom and dissatisfaction to the best employee. It is therefore necessary to be alert so that when this moment approaches, a new professional alternative can be offered that retains said employee within the company.
Do not forget that a crucial point to retain the best employees of the company, is to ensure that they have the boss they deserve; that is, bosses who know how to recognize their talent, develop it, train it, and motivate the collaborator. Nothing scares a good employee as much as a bad boss.
Remember that valuable employees stay in companies due to various factors such as: job stability, knowledge of their profession or work activity, good work environment, cultural compatibility, sense of belonging, flexibility of structure labor, salary and reward schemes or even by family, social or cultural tradition.
The idea of ??retaining the most valuable personnel within the company is to generate intellectual capital, which can be said to be the sum of the skills and abilities that employees possess.
So that good employees stay in companies there are many recommendations in this regard. It’s about win-win, and that is precisely why competitive salaries that generate competitive collaborators as well as career development opportunities must be offered.
The recommendations and strategies to be developed could be endless. We must not lose sight of the fact that the strategies we develop for our companies must be creative, truthful and consistent with the needs of the employees, but also within the reach of the resources and possibilities of the company; Establishing a panorama of trust and transparency is essential from the first time you have contact with your employees.