There’s more to employee retention solutions than reducing turnover. Implement these ideas to not only keep employees, but also engage and motivate them.
Spark Connection in the Onboarding Process
Connection drives loyalty and purpose, which are both powerful components of a successful employee retention strategy — and a lot of critical moments of connection happen within an employee’s first few hours on the job. Make the most of that time by designing a thoughtful onboarding experience.
Communicate with each new hire’s co-workers to introduce the new team member and let everyone know when they’ll start. Encourage team members and the new hire’s manager to reach out and welcome them before their first day. Implement a buddy system at work to pair new hires with a designated team member to answer their questions and show them around.
Make sure the new hire’s tech and work equipment are set up and ready to go before their first day. Empowering employees to begin work right away helps them connect immediately with their job duties and purpose.
Hugo Boss Australia was seeing significant turnover among retail workers in their first three months on the job. The team knew they needed a more engaging onboarding experience to drive long-term retention, so they partnered with Enboarder to connect new retail workers with the organization’s larger strategic vision. That small spark of connection spread like wildfire, with Hugo Boss Australia seeing a 77% decrease in turnover during the first three months of the retail employee lifecycle.
Offer Flexible Schedules and Work-from-Home Options
Sometimes employees leave a job they like (and are good at) simply because the hours can’t accommodate their needs. One of the simplest ways to foster engagement and demonstrate your investment is to proactively address this problem by offering flexible scheduling and work-from-home options.
These flexible working models provide employees with the ability to better manage their time and commitments outside work, leading to a better work-life balance. Offering more control over when and where they work helps improve both employees’ work and personal lives.
There are several ways to offer flexible schedules and work-from-home options, so it’s important to find the option that best suits your company and your employees’ needs. Train managers to discuss optimal scheduling with each team member to allow them to decide when and how they work best.
Implement Recognition Programs
Recognition programs show employees that management is paying attention to their individual performances and contributions to the company. That type of encouragement enriches the employee experience and drives a stronger sense of purpose and fulfillment.
Recognition programs can take many forms, such as rewards, bonuses, and verbal acknowledgement in front of their peers. Recognition programs should be tailored to both larger company culture and individual employees. Communicate recognition programs to all employees so everyone is aware of how they can be recognized for their contributions.
Promote Professional Development
Learning and development opportunities demonstrate your investment in people, which can increase both loyalty and engagement. Make sure these opportunities are visible to employees across the workforce and train managers to help their teams discover their options for professional development.
Encourage employees to attend conferences and workshops related to their field, and reimburse them for expenses related to courses and certification programs that benefit their work. Allow employees to use paid time to work on projects that improve their skills.
Create a mentorship program that pairs experienced employees with newer ones to help entry-level team members gain a better line of sight into opportunities for growth. Encourage employees to share their expertise with others through cross-functional team projects or by contributing articles, blog posts, or presentations.