Tag Archives: Employee retention

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Employee Retention: Communicate to Retain

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Employee retention relies heavily on how well an employee can do a job, inter-company relations and how efficient and purposeful the work is. Being competitive and offering great packages helps employee retention, as does rewards, recognition, training programs and a good hiring process. However, many of these things count on good communication skills to succeed.

Below are a few communication strategies to inspire effective communication throughout all organization levels.

Keep Employees Informed

Provide regular and ongoing communication throughout the entire organization. Regular communication gives employees an idea of when to expect feedback or new information, and through which communication channels.

Routine feedback will also help employees gauge their success and adjust their behaviors. Communicate their strengths, weaknesses, goals, responsibilities and options for improvement every few months so employees know whether standards are being met.

Ask for Feedback

Ask for employee input to create a company culture that encourages independent thinking and values employee opinions. Employees have unique insight on the business processes because they interact first hand with your customers and company systems. It’s especially important to request feedback with decisions that affect them, such as new policies.

Find Different Ways to Discover Their Opinions

In addition to asking for feedback at quarterly reviews or meetings, you can also use assessments and surveys to identify turnover in your organization. Host surveys, small group interviews, focus groups, exit interviews and online questionnaires to find out why your best employees stay with you and why some leave. Once you have the information to act on, you can begin taking measures to improve employee retention.

Deliver Relevant Messages to the Right Audiences

There is some information that your entire company would appreciate, such as an internal newsletter of upcoming events and holidays, or a quick email about something important happening in the office (ie. construction, power outage, etc.). However, not all information will be important or helpful to all employees, so consider your message and audience before you try to communicate. Don’t clutter your employees’ inboxes with unnecessary emails, and be sure to only send relevant, important information. If you send unimportant information too often, your employees may begin to ignore even the important messages.

Use the Right Medium

Different employees prefer to communicate in different ways. Consider using different mediums to communicate and if possible meet them where they prefer to discuss. For example, if a employees prefer SMS for quick messages, invest in an unlimited messaging plan. If you work with a freelancer who prefers email over anything else, communicate via email. Establish what communication resources your organization has and identify the best internal audiences to reach with them.


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Keys to Successful Organizations: How to Retain Talent

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“The  complexity  of  the  environments  in  which  businesses  operate  demand  that  HR  takes  a strategic approach.” – Vivian T. Supangco, Philippine Management Review

Any given company is composed of talented individuals who can either make or break business. Ideally, the whole is greater than the sum of its parts, but there are some sad cases where companies suffer due to a lack of talent, or a workforce drain. Have you noticed your best employees jumping ship lately? These are a few tips everyone in management can follow to retain their most talented employees.

Build your teams wisely. Different people interact and perform in various ways. Building harmonious teams requires matching personalities and skills to assemble a cohesive group of individuals who can work together as efficiently as possible. In the best teams, each member has a clearly defined role that he or she excels in, and managers need to understand how each employee performs best to create diverse and effective teams.

Choose candidates for their potential. Don’t limit any of your employees to what they have done. Instead, be on the lookout for other areas of interest that they can excel in. Give your employees a chance to gain experience in different fields, and expose them to different parts of the company to explore their potential. If needed, offer constructive criticism to poor-performers and promote development with employee training.

Equip your HR department. The average HR manager is overloaded with payroll concerns, employees’ personal issues, regulations, and many other obligations. Give your HR managers a means to attain and retain the best talent for each position and for the company itself. Talent recruitment and retention requires testing, screening and continuous check-ins to keep the best people in their ideal positions.

Encourage growth. Support your employees’ ambition for improvement and increased responsibility. Recognize exceptional employees and train them to move up (and sometimes across departments) in the company, showing that growth and achievement is rewarded. Hiring from within also shows other employees the potential career benefits within your company.

Focus on the vision. Remind employees why they come to work every day. Make sure employees understand how their job fits into the company as a whole, and how their work contributes to the success of your organization. Articulate each role into the bigger picture, and show how each job improves the surrounding communities.

Losing employees causes additional hiring costs, lower productivity and lost knowledge. This doesn’t mean poor employees shouldn’t be fired, but every company should avoid losing their good employees by managing their top talent strategically.


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How to Retain Employees

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Below are a few employee retention tips to help keep your skilled workforce intact and avoid high turnover costs.

  • Help them understand company goals. Give employees the tools to see the bigger picture, so they understand why their role is important, and how their job fits into the company’s goals. Let your employees see they are a part of something bigger to motivate and encourage them.
  • Provide occasional perks. Small perks such as coffee on Fridays, office contests and financial rewards for good performance will keep employees excited for work and focused on doing a good job.
  • Find out why they are happy or unhappy. Conduct exit interviews when employees leave to figure out why they would rather work somewhere else or be unemployed than continue with your company. Likewise, interview long-term employees to find out what your company is doing right to keep them.
  • Provide for their needs. Aside from paying a livable wage, offer employees a retirement package and insurance. Show an interest in your employees’ health and wellbeing both in and out of the office gives them a sense of security in their jobs and lives.
  • Encourage employee growth. Promoting from within and developing an employee’s skills are both ways to make employees feel valued and productive. Let them know you are willing to invest in their career and skills.
  • Hire a human resources professional. Many companies have a human resource department, but not all of them are professional. Read our previous post about outdated hiring and assessment methods used by HR departments repelling qualified applicants.

Visit our employee retention solutions page for tools any company can use to optimize their workforce.


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