- July 31, 2017
- 4 minute read
Building a Company, Employees Won’t Leave
Employees Leaving in Waves?
Employees may leave your company for one reason or several reasons. One of the biggest reasons they no longer feel challenged by the position. Your staff should and for the most part is always looking for the next step. You need to keep an eye on your managers. The manager should not be impeding your employee’s ability to advance due to their fear of losing some of their responsibilities. In this event, you should consider stepping in and moving the employee to another part of the organization. The key is finding something that will fit their skills and place them in a position for more responsibility. If your manager continues to be a block to talented employees advancement, then they are not doing their jobs. Once your employee feels as though they will never receive an opportunity you should expect they are looking elsewhere.
Trust the Selection Process
There is an importance placed on trusting the selection process. When hiring you need to understand whether the employee will be content in the position and for how long. Only on rare occasions our staff not looking for advancement. You need to have opportunities in place to allow this to happen or you are asking for trouble retaining talent. The selection process is far beyond just hiring someone to fill a seat. You always need to be looking at the big picture.
Offer Skill Improving Opportunities
Providing employees the chance to improve their skills is important as well. Employees need to be attending workshops, seminars, and conferences if possible regularly. The thought is to improve and enhance your staff’s work and managerial skills. They should be encouraged to be a part of professional organizations within their given field.
Create A Mentorship Program
Every employee should be attached to a mentor. If you are a small business or start up, then you should be the mentor. You should always have your employee looking towards the future even if this means eventually losing them. Remember you can provide opportunity within your business for everyone. If you show genuine care about their career possibilities, they will award you in return. Also, employees sometimes do not feel empowered to offer more because of a lack of knowledge. A mentorship program provides the staff an idea of what is necessary to advance.
Build Company Culture Around Employees
The company culture should always be about your employees, and this doesn’t mean that your people should come and go as they please. You are still a business, and you still need to make money. Employees should always be held accountable for their actions. A good example is an unwarranted act of gratitude. You may offer an early Friday afternoon dismissal for the entire staff. You can expect everyone at the end the next project deadline will put a little extra. The key is when staff genuinely care about the business they will treat as their own.
Respect Your Employees Time
You need to respect people’s time as burnout is real. If you are pushing your staff to the limits every single day without rest, this will backfire. The quality of work will suffer, and your team will begin to resent you. An influential member of your staff will work hard because they care about the quality of their work. They don’t need to have mandatory hours forced upon them. This abuse is prevalent against salary workers. Some managers feel workers being salaried is a green light to build a culture on working non-stop. Set a standard of no communication during lunch hours, after hours, or on the weekends unless an absolute emergency.
Hire A Trusted Leader in Human Resources
A start up or small business possibly does not need a human resources person. Especially an in-house HR manager. However, some can afford to have Human Resources in-house, and for others, they already exist. The key is human resources needs to be a trusted source for your employees always. In the event of supervisor misconduct against an employee. The staff member needs to feel secure in talking to human resources. Yes, you hired them, and they are under your direct management. However, they still need a sense of autonomy to engage and express complaints without fear of repercussion.
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