You’ve worked hard in recruiting top talent for your office. Now you’ll have to work even harder to retain them for the long haul. The cost of employee turnover is both financial and emotional, and can have major repercussions on what’s left of your work force.
This is why every organization worth its salt has set up employee retention strategies in place, and they’re in effect from the very moment your employee has signed up. The design and implementation of employee retention mechanisms are the domain of HR. The HR department will play a crucial role in keeping your workers gainfully employed.
Exit Interviews
Once an employee has made up their mind about moving on, your best efforts are to learn from the experience so you could prevent it from happening in the future. Your HR personnel will set up exit interviews with employees to find out the reason for leaving the job. These reasons could be conflict at work, bad work environment, no opportunities for growth, low salary, and more.
One of the roles of HR in 2020 is to hear the employee’s side of the story and empathize with their reasons for leaving. The emphasis should not be to conduct exit interviews just for the sake of interviews, but to truly connect with employees.
Hiring the Right Person for the Role
It isn’t unheard of for companies to hire the wrong person for the job. It won’t take long for this person to realize this isn’t their calling after all. This is why HR should design fool-proof recruitment methods to hire passionate candidates who won’t feel stuck in their new roles within mere months of joining.
Conducting Motivational Activities at the Workplace
HR should organize various training programs to ensure employees learn something new. It doesn’t have to be related to work, it could be a cooking lesson, or yoga practices, or team building activities. This could give them brief respite from work and give them a much needed breather. A few extracurricular activities are important for the morale of the whole department and encourages them to interact with each other and crawl out of their comfort zones.
Launching Incentives for Top Performers
A person who’s been consistently going above and beyond needs to be rewarded. A simple pat on the back is probably not a good idea. The employee should feel valued and feel as if they’re an important part of the company, not just another cog in the wheel. This is where compensation, benefits, bonuses, and other incentives come in. If nothing else, send emails to employees on their birthday and arranging a small bouquet for them as a gift.
Job Rotation
No one wants to be stuck in a dead end job with no growth and diversity. This can be done by implementing job rotations on a regular basis. You could discover new talent and determine what your employees are best at. Perhaps they can perform better in a different role than the one they were hired for. If nothing else, job rotations kill the boredom at work and give employees something to look forward to.
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