There have been an umpteen number of surveys to understand the quality of Human resource management in an enterprise. These surveys have definitely helped in understanding and establishing the HR benchmarks that have been set in the industry. However, the surveys done in one workplace may not work for the other. Working culture of every organization is different from one another. The HR parameters of a workplace, to a large extent, is affected by the attitude of leaders in that organization. With the help of these surveys, the HR practitioners analyze and evaluate the Human Resources quality of the organization. These surveys are, therefore, very effective in determining the HR culture of the organization.
One major issue that HR managers are trying to resolve with the help of these surveys is the employee retention issue. The problem of employee retention is all the more prevalent at the bottom line of the industry because the companies fail to recognize their bottom level employees. The incentives and recognitions these employees get is the least. In fact, some managers even harbor a perception that the employees are being ‘paid for what they do’. Then what is the need of such employee engagement policies. Such a perception is very dangerous for the talent retention aspect of any organization. Below are some of the talent retention tips that one could use to make sure that their employees don’t leave their organizations-:
Work-Life balance-: Work-life balance is one aspect of an employee’s life that a Human Resources manager fails to recognize and thus fails to retain him/her. A little gesture of care towards the employees goes a long way in establishing the faith of the employees in the organization.
- Compensation and Benefits-: Money has and always will be a significant factor in an employee considering a job in another company. So, be aware of the compensation packages your competition is offering because they may snatch your ‘best people’ right under your nose.
- Respect & Trust-: Treat each and every member of your workforce with the trust and respect that they deserve. A little pat on the back never hurt anybody.
- Work Environment-: Nobody likes to work in a place with negative vibrations. A positive work environment not only bolsters the growth of the enterprise it also creates a happy place that the employees look forward to.
- Unbiased Leaders-: Employees catch a whiff of biases just like that. So, leaders of various departments of the enterprise should be better advised to not have any such biases towards any of their employees.
- Better Communication and Easy Accessibility-: There has to be a clear and concise two-way communication between the employees and the HR managers. It helps to get a clear understanding of what your employees want from the company and how can you facilitate that.
- Employee Empowerment-: One key aspect to employee retention is a sense of ownership amongst the workforce that comes with the employee empowerment. An empowered employee sees himself as ‘important’ for the organization.
- Right people for the Right Job-: The usefulness of different employees are different. A person useful in a certain work role may not be that useful in a different role. The judiciousness of such decisions directly affects the retention factor in the organization.
- Celebrate and Share-: Something as little as sharing food, cakes can etch an impact on the employee engagement with the company.
10.) Workplace Flexibility-: Flexibility either in terms of working hours or dress codes does actually affect the employee retention level of the enterprise.