Talent retention and talent attrition are serious issues for any organization. After hiring and training resources, employers don’t want to see employees leave, taking their skills and expertise with them.
Succession planning becomes an onerous necessity if attrition rates are high. So, what can organizations do to improve retention rates? In this post, we’ll take a look at a few steps they can take.
Employee-centric HR policies:
This is an issue with some organizations, though not all. Some organizations make their HR policies so tight and so rigid that they leave employees gasping for breath.
Cutting half a day’s salary for being a few minutes late, not giving bonus for skipping one deadline or for other frivolous reasons, and not having a reasoned leave policy are only few examples of such anti-employee HR policies.
When employees don’t feel that their organization cares for them but in fact is out to get them, they don’t feel like staying for long. To prevent this from happening, organizations need to have employee-centric HR policies that make them feel they are wanted.
Fun at workplace:
Face it, workplaces are not prisons. There is no point in requiring employees to be chained to their cubicles and not turning their faces away from their workstations.
There is no reason the workplace could not be more fun and engaging for the employee. The deadlines and organizational objectives could just as well be achieved at a happy workplace as a serious one.
See to it that your employees also have a bit of fun once in a while. Organize themed events periodically or, if you are cash-strapped, come up with ideas like potluck or other people-driven participatory events.
Smart colleagues:
In the makeup of a workplace, colleagues play a very important part. Forget the inductions and the training sessions; employees learn from and depend on their co-workers more than anyone else.
So make sure that you fill your office with smart people. They act as natural motivational factors for other employees and make them want to work there.
We’ll see more in the next part.
