The answers to these questions may lead you to other root causes of boredom in your workforce. Are your people getting the feedback and recognition they need?.Do you have too many people for the amount of work that needs to be done?.Are the right people in the right roles?.If these suggestions don’t seem like the right answer for your company, ask yourself these questions: It could also happen through building in opportunities for your workers to cross-train one another. This could come in the form of assigning employees to a special project or putting them in an expanded role. No one wants to feel like they’re in a dead-end job. Take time to meet with your employees and be proactive in discussing career and succession plans with them.īe sure to blend in growth and development opportunities into your employees’ responsibilities when possible.
#HIGH TURNOVER PROFESSIONAL#
High-performing workers need to feel that they are being challenged and are moving forward in terms of professional growth and development. Create opportunities for your leaders to spend time together discussing goals, sharing success stories and providing feedback that reinforces your mission, vision and values. Take a proactive approach to employee relations and make sure your managers do as well. It’s also crucial to ensure your company’s leadership is engaged. You can learn a lot about what is really happening in your company just by staying involved.
Let your employees contribute in big ways when possible and highlight the impact they’re making for your company.Keep your employees excited about what they’re doing through team-building activities.Here are some engagement-boosting strategies you may want to try: There are many ways to boost engagement among your employees, and your approach should be based on what’s right for your company culture. They seek out training and development opportunities.They offer support to colleagues who are busy.They proactively share ideas and solutions with colleagues.They’re good at resolving and/or finding solutions to problems.Employer contributions to retirement accountsĮmployee engagement may sound like another corporate buzzword, but engaged employees share a number of common traits:.Employer contributions to benefits premiums.
#HIGH TURNOVER PLUS#
To help your employees fully appreciate how you’re rewarding them, provide each employee with an annual statement of total compensation that shows all of their wages plus any other benefit you provide translated into a dollar amount, such as: In addition to traditional “pay and benefit” compensation, some companies also opt to offer additional perks such as flexible schedules, remote work privileges, on-site fitness rooms or day care, discounts on services or travel, and employee assistance programs. You can also conduct an annual wage and salary survey to get insight into your employees’ outlook on their pay. Keep tabs on what compensation is being offered by your competition and be sure you’re offering comparable benefits packages. No matter how much someone loves working for you and believes in your business, if they are presented with a better offer, they will likely consider leaving. Here are four of the top reasons many good employees resign: 1. As such, it is important to identify the motives of departing workers and devise an effective retention strategy. Employee turnover is an element of change that directly affects your bottom line. Change is inevitable, but it can be costly for your business.
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