Awesome Employee Retention Strategies to Know About

Dec 15, 2022 · 7 mins read ·

Employee Retention
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The labor shortage has put a tremendous amount of pressure on businesses. 

With 2.9 million workers missing in action in 2022 the labor force participation rate is down 1% from before the pandemic. Approximately 4 million Americans leave their jobs each month for better opportunities. Before the year’s halfway point one-third of employees quit their jobs!

It costs a lot of money to have this kind of turnover. 

According to some estimates replacing an employee who leaves a job can cost the employer double their salary. The cost varies by industry but for some employers it may increase when considering additional elements like culture and morale.

Companies are now desperate to learn what motivates staff retention. Spoiler alert: keeping employees on board doesn’t just involve paying them more money (although no one will say no to that).

So what can you do? Find out what your business should focus on to increase employee retention and proven methods.

What is employee retention?

Employee retention is the effort made by a company to keep its most valuable resource; its employees! 

Furthermore a company’s overall operation is strongly impacted by how well or poorly employees are retained.

Understanding and controlling your personnel turnover rate is crucial to maintain a successful operation over the long term.

Retaining necessary staff becomes essential to manage and prevent high turnover.

What are great strategies to boost employee retention?

How then can businesses keep their staff content and discourage them from exploring new opportunities elsewhere? 

You’ll be on the right track if your company uses these employee retention methods.

Support and invest in furthering your employees’ skills

94% of employees according to LinkedIn said they would remain with their company longer if it supported their professional advancement. 

Employees in the modern market know that to advance and stay competitive they must keep their skills relevant.

Employers can take advantage of their staff members’ drive for growth by offering mentorship programs and funding further education for their personnel. In addition organizations can retrain and upskill their workforce through online professional education courses expanding their talent pool and elevating employee satisfaction.

Recognize and reward contributions

Everyone enjoys feeling appreciated and this is especially true at work. 

Companies should encourage managers to acknowledge the contributions of their immediate reports. 

They can even go a step further and recognize employees who go above and beyond on a divisional or corporate level. That understanding is particularly crucial during the pandemic when many employees have been forced to handle challenging situations amid constantly shifting circumstances.

Ensure your compensation is competitive

Compensation is crucial to every company’s retention strategy in today’s cutthroat economy. 

No matter how highly regarded they may feel employees who feel underpaid for their labor are more inclined to consider leaving their current employer. On the contrary businesses that offer transparency and a clear pay policy are more likely to attract and retain employees.

It’s critical to regularly review industry compensation norms and have a plan in place for financially rewarding high performers. Spot bonuses and consistent pay increases can significantly make employees feel valued.

Keep your benefits package relevant and useful

Benefits are also significant. The benefits package offered by a company is the most crucial non-salary consideration they make when evaluating a job. 

Benefits like expanded maternity leave or lower employee healthcare bills might spell the difference between staying in a position or seeking a new one.

Flexible work environments were a significant retention factor even before COVID-19. As a result companies may anticipate that a critical determinant of employee loyalty will continue to be their openness to meeting the demands and preferences of their workforce.

Make work-life balance a priority

Suppose employees have more work than they can feasibly complete or the company culture expects them to check their email well beyond business hours. In that case remote work and flexible scheduling policies will be of little help.

To ensure that workers don’t have more work than they can handle and to promote open lines of communication about workloads managers should regularly check in with staff members.

Businesses can ease the pressure by reducing the number of pointless meetings and administrative tasks that take time without providing much-added value. In the end companies should compare the cost of hiring new employees to the cost of higher turnover if workloads become intolerable.

Ensure there’s room for career growth

Employees know the workplace is changing quickly and must keep up or risk falling behind. However many worry that their current employers don’t offer them enough chances to advance. They consequently search outside the company for their next move.

Devoted career pathing can assist boost employee engagement and convince staff that they have a bright future with the company. A learning and growth action plan is developed through the career pathing process which involves managers and employees in identifying goals.

Support your employees’ resource needs

Dealing with IT problems or a cramped workstation never helps morale.

Spending time away from work to deal with a computer that won’t operate or outdated software may be a significant source of annoyance for employees who are already overworked. 

For employees to be as effective as possible employers should collaborate with them to ensure they have the tools and equipment they need. It is crucial to ensure remote employees have access to the tools they require for productive work.

Be genuinely concerned about your employees’ well-being

It won’t hurt to offer more benefits than just paid time off for illness and annual physicals are available to your staff. Besides that make sure there are stringent safety regulations for a hygienic workplace. 

A thorough health plan that considers your employees’ overall wellness is something you can have. Meal tracking exercise tracking and other activities can be a part of your health plan.

Another fantastic strategy to ensure their well-being is by offering health insurance.

To summarize

HR leaders need to develop a variety of strategies to increase employee retention.

You can start improving your retention efforts and move onwards and upwards with open feedback channels creating a culture of recognition and other crucial strategies.

Tricia Tan

Tricia Tan