Employee Retention – A critical issue, why..and How to solve?
Developing an employee retention plan is important to prevent raiding of your staff. This tool includes ideas on keeping employees happy, the business connection, time and money, and more.
Using these tools and techniques, you can make better decisions on how to retain your top employees.
Key employee retention is critical to the long term health and success of your business. Employee retention matters. Organizational issues such as training time and investment; lost knowledge; mourning, insecure coworkers and a costly candidate search aside, failing to retain a key employee is costly. Various estimates suggest that losing a middle manager costs an organization up to 100 percent of his salary. The loss of a senior executive is even more costly.
Employee retention is one of the primary measures of the health of your organization. If you are losing critical staff members, you can safely bet that other people in their departments are looking as well.
It is important for the management to identify, workspace experiences (such as feel competent or to feel respected and appreciated) that motivates and energizes employees and what saps their energy. You can ask in face-to-face individual meetings, in small-group discussions, or in confidential surveys. Identifying answers to question such as other than lots and lots of money, what 3-5 things either currently make, or would make this "a great place to work" for you? How consistently do you get the things that are important to you in your work with us?
Some of the other question can be:
What are the "downers" in your current job...things that stress you, depress you, or upset you? What suggestions do you have for improving those situations?
Have you ever quit a job because you were dissatisfied? If yes, what made you quit?
What experiences now cause you to think of looking for another job?
When you compare our company to other job opportunities that you know of, how do we compare? What do you think makes us a better place to work, or what do we need to improve, in comparison to others?
What do you need from your manager? To what extent are you getting those things?
If you were the CEO or owner of this company, what would you do differently in order to attract and keep good employees?
Every company measure financial outcomes and keep tract of all. But many companies fail to pay attention to data about their most valuable assets...their people. As you discover patterns, you'll have important clues that cause you to look more closely at problems before they become company disasters.
The quality of the supervision an employee receives is critical to employee retention. People leave managers and supervisors more often than they leave companies or jobs. The ability of the employee to speak his or her mind freely within the organization is another key factor in employee retention. The perception of fairness and equitable treatment is important in employee retention. Your best employees, those employees you want to retain, seek frequent opportunities to learn and grow in their careers, knowledge and skill. Without the opportunity to try new opportunities, sit on challenging committees, attend seminars and read and discuss books, they feel they will stagnate. A career-oriented, valued employee must experience growth opportunities within your organization. No matter the circumstances, never, never, ever threaten an employee's job or income. Monetary rewards, bonuses and gifts make the thank you even more appreciated. Understandable raises, tied to accomplishments and achievement, help retain staff. Commissions and bonuses that are easily calculated on a daily basis, and easily understood, raise motivation and help retain staff.
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Using these tools and techniques, you can make better decisions on how to retain your top employees.
Key employee retention is critical to the long term health and success of your business. Employee retention matters. Organizational issues such as training time and investment; lost knowledge; mourning, insecure coworkers and a costly candidate search aside, failing to retain a key employee is costly. Various estimates suggest that losing a middle manager costs an organization up to 100 percent of his salary. The loss of a senior executive is even more costly.
Employee retention is one of the primary measures of the health of your organization. If you are losing critical staff members, you can safely bet that other people in their departments are looking as well.
It is important for the management to identify, workspace experiences (such as feel competent or to feel respected and appreciated) that motivates and energizes employees and what saps their energy. You can ask in face-to-face individual meetings, in small-group discussions, or in confidential surveys. Identifying answers to question such as other than lots and lots of money, what 3-5 things either currently make, or would make this "a great place to work" for you? How consistently do you get the things that are important to you in your work with us?
Some of the other question can be:
Every company measure financial outcomes and keep tract of all. But many companies fail to pay attention to data about their most valuable assets...their people. As you discover patterns, you'll have important clues that cause you to look more closely at problems before they become company disasters.
The quality of the supervision an employee receives is critical to employee retention. People leave managers and supervisors more often than they leave companies or jobs. The ability of the employee to speak his or her mind freely within the organization is another key factor in employee retention. The perception of fairness and equitable treatment is important in employee retention. Your best employees, those employees you want to retain, seek frequent opportunities to learn and grow in their careers, knowledge and skill. Without the opportunity to try new opportunities, sit on challenging committees, attend seminars and read and discuss books, they feel they will stagnate. A career-oriented, valued employee must experience growth opportunities within your organization. No matter the circumstances, never, never, ever threaten an employee's job or income. Monetary rewards, bonuses and gifts make the thank you even more appreciated. Understandable raises, tied to accomplishments and achievement, help retain staff. Commissions and bonuses that are easily calculated on a daily basis, and easily understood, raise motivation and help retain staff.
-------------------------------------------------------------------
Corded internet service is readily changing into wireless internet service. There are many companies online and might be in your own locality like verizon wireless and sprint wireless which offer the services of wireless internet coverage. Wireless internet service provider like cingular wireless not only gives information about wireless internet how to buy online, install and use it.
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