Hanover’s Perspective
Four Strategies for Improving Staff Retention
The Capital Region Workforce Partnership reports that, in their interactions with businesses, they’ve seen and increase in both the quit rate and retirement rates. This is creating more churn in the economy than in the last several years. While that is a good sign of confidence in the economy, it does leave employers hustling to fill open positions and to retain their top talent. Here are some ideas to help out with worker retention:
- Firings will continue until morale improves. Seriously. Sometimes you do need to fire people who aren’t doing their job and who are tanking employee morale — either just through their laziness or through purposeful efforts to undermine leadership. Both are dangerous. When companies don’t get rid of employees who should be gone, then the talented people walk out the door. The talented are able to find another job, and they do. The lazy or incompetent will cling to their position because they aren’t sure that they can move on. This will leave you with an organization full of “leftovers.” All the desirable pieces are gone, and things are starting to get stale and moldy. It’s time to spring clean.
- Let’s talk love. Have you ever read the Five Love Languages? Well, the book teaches that people “speak” their own love languages — gifts, quality time, words of affirmation and acts of services. While it may not be “love” in the workplace, it is appreciation. It is gratitude. Maybe you truly value an employee, but you’re demonstrating that in your love language, not theirs. Take the time to get to know your employees and to express your appreciation for their dedication and hard work. It is the simple things that create a great work environment and build employee morale. Sincere compliments, notes of gratitude, a nice snack, or time on the clock to just play a game together can go a long way. Need to reach a goal without it being a drudgery? Have something fun to aim for, like the winner gets to park in the boss’s parking spot and get his/her car washed — by the boss.
- Listen to me. Have you asked employees why they’re leaving? Have an exit interview in a safe, secure environment where they can feel comfortable truly expressing their thoughts, observations and concerns. Let them know how important their honesty is to the future of the company. Many times your employees know exactly what (or who) is malfunctioning in your work environment, but they aren’t likely to volunteer that information. Regular, meaning way more than once a year, performance reviews are also an ideal time to seek this type of information. Remember, employees will only speak up once or twice about an issue. If you don’t do something about it, they’ll assume that you don’t care and will keep future suggestions to themselves. They need to see that you’re willing to take action. This will inspire confidence that they are heard and that they can speak up again in the future.
- “Here’s your desk, here’s your pencil,” doesn’t cut it. Employees are more likely to stay around if they’re receiving proper onboarding, training and supervision. If you’re willing to go through the time and expense to hire someone, then you should be committed to investing in his/her career development. Some occupations have specific trainings or credentials that new hires need to attain. Others don’t. Just because the industry doesn’t impose a structure on an employee’s progression doesn’t mean that that you can skip creating one. People want to have a clear path to the future. Do you have career pathways outlined? How do they get the next promotion or job position? What additional training should they pursue? When employees know what the requirements and expectations are to move up the ladder, then they can see a future with you.
The Capital Region Workforce Partnership runs the local Resource Workforce Centers under the direction of the Virginia Department of Labor. They have numerous free services available to employers and job seekers alike, such as job postings, candidate screening, job fairs, employee training funds, and consultations. Contact our Existing Business Manager to connect with these resources today.