Why do employees leave?
This might sound familiar - employees usually don’t quit their job on a whim. The decision is a result of a deep, detailed thinking process. Some of the reasons you may hear often are: lack of development, need for better work-life balance, inadequate salary, dissatisfaction with company management etc.
When we think about why employees leave companies, we have to think about their retention as well. One of the key elements is work-life balance. Employees have to feel like their business and private life are balanced, and not like they have to juggle between them all the time.
So, how do you make employees stay in your company? Here are a few shortcuts!
Employee recognition - Employees have to feel like the work they do is appreciated within the company. In order to induce that feeling, you have to explain to them how their hard work helps the company going forward and set up a reward system.
Employee engagement - Motivation is important. Some days at work are hard but what keeps employees on track with their tasks is high motivation. If you notice low productivity from your employees, address this issue immediately and start creating employee engagement strategy.
Corporate communication - Develop the culture where employees feel free to express their potential career advancements honestly and encourage them to visualize their future in your company.
Following three steps described might not secure you a high retention rate itself. We strongly recommend you to follow your employees through the complete employee lifecycle. Retention is just one of seven stages in the employee lifecycle but not more or less important than the others. Keeping in track with your net promoter score might help you increase retention of your employees as well.
Continue reading our blogs in order to learn more about employee engagement and concrete tools that provide you with help in employee retention.