Keeping your employees for as long as possible is a goal that every HR team should have. Less employee turnover will help to keep your company stable. Employee retention strategies are becoming more common as companies have taken attrition more seriously as they continue to realize the impact it has on their bottom line.
Millennials have grown up in a fast moving, ‘on-demand’ culture. Their expectations are high and they are impatient for success and accelerated career advancement. Moving up in their career is at the top of their agenda and it must be on yours too as their employer if you are to prevent them from moving on.
Employee engagement surveys are an indicator of how emotionally committed your employees are to your organization – and to their jobs. Ideally the results of your survey should reflect an organization that is perceived as invested in the development of its employees. But while that may be the perception it is often not the reality for most organizations.
Employees don’t quit organizations, they quit managers. It’s a frequently made claim but one that today’s organizations cannot afford to ignore. Repeated studies show that poor management performance is a major reason people leave their jobs. In fact, employees who rate their line manager’s performance as poor are four times more likely to be job hunting – and 40% are likely to have interviewed for a new job in the last month.
Implementing successful talent retention strategies is a problem that most organizations are all too familiar with, but your leadership has a significant role to play.