The market entered 2023 with the after-effects of the past year’s layoffs and economic declines. The year is experiencing a recession at all costs, and industry leaders share dilemmas in deciding which employees to retain and lay off.
Another issue is the employees themselves leaving the company. Top talents expect a top attitude from the employer. Yet, they choose to quit because of the wage cuts, benefits decrease, and load increase. Another reason for resigning is the tendency to work remotely. After the pandemic, many realized the freedom and flexibility that remote work could give and the income they could make, creating another popular job-leaving motive. It’s a bummer for employers trying to retain experts.
Job quits clash with job cuts, while the employees are struggling in the middle to retain valuable employees. No panic or experiments; exercising a long-term strategic approach to retention will save the situation in these challenging times.
The Importance of Employee Retention
Regardless of the fresh ideas that the new hires can bring, an experienced and dedicated employee stays irreplaceable. They wield the ins and outs of the company, have passed a work span with the organization, and will deal with inner corporate issues better than someone who’s just adapting.
Josh Pelletier, Chief Marketing Officer at Barbend adds, “Besides employee unpreparedness, hiring new employees costs a lot and takes time. It facets not only the company but also the staff. That’s why retention is a worthwhile investment. Employee retention strategies are implemented to ensure employees stay with the organization for a long time.”
Strategies for Employee Retention
We are about to discuss the most effective strategies companies can exercise to keep hold of their talented employees, whether in a recession or from new offers.
Make the Salary Competitive
Ken Jar, Financial Expert at Money Advisor shares, “It’s not a surprise that money is a motivation to work. More money is more motivation. Sure enough, a competitive salary is the comparison element for people when choosing among job offers.” The way and how much a company pays speaks of how they value the employee, the time invested in the work, and the rate of the individual skills. That’s the reward system that keeps employees put and motivated. In order to invest in sales prospecting, you must start investing in keeping the employees with the most competitive advantage, the salary.
Keep your employees motivated by taking a couple of strategic approaches, from having interior design quotes in the office to organizing team-building activities. Say, someone affords a comfortable life, provides for their family, and is appreciated simultaneously. Why should they be hunting for new opportunities?
Exploring the rates in the market will give you an insight into employee expectations. Analyze the competitive offers and set your base salary higher than the average in the market. This way, you will have control over the skilled professionals leaving. Remember that the hiring and employee training and development process costs a lot more and takes a lot more time than providing competent experts with deserving rates.
Invest in Employee Growth
Higher wages at competitor companies are not the only reason your employees may leave you. Competition for the most skillful in the market encourages employees to be keen on their professional development and growth. Career developments start and end in the company. It does not end, but if you properly invest in employees’ growth, they will not search for it in foreign waters.
You acknowledge employees’ pain points, and holding them tight is in your hands. State clearly for your employees that you prioritize their professional development. Invite industry experts for mentorship or even conduct a remote conversational podcast interview online. Before hosting such training, identify the areas that your employees need reskilling and the areas they need upskilling. Talk to them about personal preferences. Giving them a word to say will make them feel like an insider, thus creating an emotional connection with the company they won’t want to leave. Mapping out the career path with the employees is a technique to guarantee them there’s a long way to improvement with your organization.
Give Flexibility at Work
You remember one of the main reasons that employees leave, don’t you? Remote work and its opportunities. People find working remotely synonymous with having much more flexibility and freedom. In fact, it is. When we are not bound to a workplace, we are the boss of our time, so we decide how to spend it. Full-time office work is withholding many from the job. However, you can create the opposite effect by turning it into an opportunity.
Gretel Bubnik, Director of Partnerships at Linkflow.ai in an email interview shared, “Ensure you create manageable structures in the workplace and allow the employees to have flexibility. Not only will it retain them, but it will also retain them more productive. Contentment makes one more focused and motivated to work. Whereas feeling dissatisfied, employees will find/create reasons to leave the board.”
Next to remote work options, flexibility lies in the adaptability of schedules. People feel at ease when they can stretch, modify, or compress their working week according to their personal life and errands. The flexibility it creates is advantageous for both parties.
Restate the Company Benefits
Salary, flexibility, and new opportunities are made “the normal” of the working market since competitive benefits have come to the surface. When considering whether to accept a job offer, job seekers first look at the benefits package. A typical job benefits package includes health insurance, family insurance, life insurance, gym membership, education and training allowance, special discounts, etc, added Liam Rafferty, Founder of Daylight Digital Marketing Agency.
Companies vying for talent use the benefits package as a competitive edge. These benefits boost employee satisfaction. They know they won’t have to spend additional money on insurance, self-paced education, gym membership, etc. Therewithal, the special company perks on top. The feeling of security will connect them tighter to your company.
Excel with Management
Johan Holmström, Head of Marketing at Media Planning Software, adds “As a company leader, you take responsibility for the people working there. Investing in their well-being comes in many forms: from company benefits to great leaders. In the same way, you can invest in making great leaders and strengthening management. This point should have come first. It is the base of creating a strong team with strong teammates. A great manager will know how to micro and macro manage a team, whether they work on-site, remotely, or hybrid.”
After all, managers are the staff’s first-hand supervisors and reference people. They should be professional and knowledgeable enough to mitigate employee concerns. Managers should know how to fight employee burnout when it’s getting close.
Allow Employees Personal Life
Restrictions on employees’ personal life create a distaste towards the organization they work for, even if they enjoy the job. Personal life is placed before work life on the hierarchy of priorities. Open communication and maintenance of balance will promote employee well-being. They will feel secure and comfortable with the company since they know that their personal life doesn’t suffer because of the tasks at work. To ensure smooth communication, you can integrate email communication and check email deliverability.
Faizan Ahmed Khan, Sr. Content Marketing Specialist at UBUY Kuwait adds, “People value those who value their time and space. Thus, if they feel they have personal freedom regardless of work, they’ll stick long and devoted. In the flexible world that we are living, having overloaded with emails to handle. Keeping a healthy work-life balance and ensuring your employees know its value will bring healthy employee-employer relationships and mutual respect.”
Recognize Individual Contributions
A common mistake many employers need to correct is assuming that salary equals employee recognition. Yet, there is more than the basic salary, even beyond the benefits package. There is nothing stronger than individual recognition. After all, not all employees contribute to the company equally. One’s productivity might be higher at a given time than another’s. A project might succeed because of one employee’s dedication. An agreement might be signed due to another employee’s good negotiation skills. Projects at a company vary in size and load. So do the employees’ capacities to complete tasks.
Michelle Wells, Director of Marketing at Boiler Cover UK adds, “An unprofessional and bad management mistake is over- or underrecognition. Managers seem to know the benefits and importance of employee recognition but fail to carry it out. They may thank randomly on the way or to the group. Instead, to derive benefits from the technique, the manager should mean it when they thank an employee. It can be after a project is completed, annually, monthly, on voting bases, or combined with an award. What matters is not how or when, but the genuine meaning of it. Work recognition retains employees and eliminates possible quitting thoughts. The secret is to recognize individual contributions to the projects. Make it a company culture to keep both employee retention and engagement high.”
Develop a Good Company Culture
An average employee spends 35 hours at work weekly, which makes up 1,795 hours yearly, and 84,365 hours for a lifetime. That’s loads of time with almost always the same people and nearly mainly in the same company. We spend more time at work than with our families and friends. The numbers are triggering. Our well-being and life satisfaction relate to the environment we are in. The workplace environment is as such. And on top of the job recession, the reason is the poor company culture. One way to follow up on your employees’ well-being and overall satisfaction is through eNPS surveys where employees can rate how likely they are to recommend you as an employer. Follow the eNPS over time to see how you as an employer are doing to increase the overall satisfaction among your employees.
Tom Miller, Director of Marketing at FitnessVolt suggests, “Investing in a good company culture starts with injecting what a good company culture is into the company heads. Leaders need an understanding of how a good company should work, and value inclusion and individuals in the company. Employees should feel welcome and comfortable in the company, they should feel an appreciated part of the company and be seen as an insider. Thus, ensure it’s a “we/our” rather than a “company/its” approach.”
Insights on Employee Retention Strategies
With the 2022 hustle entering 2023, it is more important than ever to take up strategies for employee retention. With remote working opportunities, competition in the market, higher salaries, and the recession around the corner, the number of employees leaving is growing. Yet, top talents and your valuable experts will never consider resigning if you think a step forward and make the right investment in people management.
Taylor Reeves, VP of Marketing at Pickleballer adds, “It’s wiser to start early than develop retention strategies after a few employees have left, worsening the company’s reputation and overloading the remaining employees. Your proactivity will save the staff and the whole company in the long run in case of resources, energy, management, and time.”
Starting little with the perks of flexibility, upscaling management systems, and praising the contributions make up the core of the retention strategies. This article provided valuable tips and insights on keeping your talents with you long and happy.