Employee retention and engagement can be a source of pain for many companies.

Losing talent, for employers, is a costly business and leaders need to do what they can to keep their people happy and motivated. Retaining employees involves more than just increasing salaries or adding more employee benefits – it also relies on a innate understanding of individuals within the business and their needs and motivations.

It’s important to understand how well your current retention strategy is working. Does your business have a good idea of any employee concerns and general satisfaction levels? If not, an employee engagement survey is a useful tool for those looking to provide an anonymous channel for employees to share their thoughts. It’s also key to ensure that the right managers are in place. Mid level managers are key to keeping employees motivated; according to a global study by TINYpulse, 40 per cent of employees who don’t rate their supervisor’s performance have looked for a job within the next three months. Employers need to ensure that these mid level managers are trained to do the very best job they can, as they are usually the first point of call for any employee concerns and play a key role in maintaining the performance of the team in general.

When people are engaged, they feel connected to each other as well as the organisation they work for.

By understanding your teams better, it can help identify any concerns before they become a problem and making sure that the business is fostering a culture of trust. 

Implementing regular rewards for hitting targets with longer-term opportunities such as service awards will keep employees committed to the business and constantly aiming to perform their best. However, it doesn’t really matter what rewards the company offers, it needs to make sure they match the culture of the overall business.

Making sure that that your workforce treats each other with respect and supportive behaviours should be the basis of any positive working culture. If employees feel able to be themselves without fear of prejudice, then this will only add to a healthy work environment.

Even in the event that an employee does decide to leave, business leaders should maintain this supportive and positive attitude. Showing the wider workforce that the company learns from every resignation and develops its offering for future employees will promote a healthy working culture and increase retention in the long run.

When people are engaged, they feel connected to each other as well as the organisation they work for. This will have a ripple effect on productivity by creating an engaged workforce that’s more motivated to succeed. 

If you need help with any talent or retention issues in your business, HR Revolution are here to help, get in touch today.