Keeping Your Employee From Leaving

With so many competing companies on the lookout for the few best-skilled people among a crowd of job seekers, it is best that you should not let go of your most valuable employees. You would never know when to find a people who would perform better than them.

This is where your employee’s loyalty to the company will be tested. Would they leave your company at a sight of a lucrative offer from another employer? Would they seek out for better career opportunities? Do they feel unhappy with their current work or company? Here are some suggestions that would prevent them from leaving.

Know why they would leave

Gone are the days when weekly paychecks and two-week vacations a year were enough to keep employee happy. Employers must come up with irresistible incentives to keep top talent in the company, and it’s not just about the money. Research shows that people today leave their jobs because:

1) they want better compensation and benefits;
2) they search for a better career opportunity;
3) they seek out for a new experience;
4) they are dissatisfied with the opportunities at their current job;
5) and they desire to change careers or industries.

As you can see, employees seek for added responsibility and the opportunity to grow.

Provide them with incentives to stay on

Google has been considered by many business publications as one of the best companies to work. It has always been famous for the perks it offers employees, such as unlimited sick days, annual ski trips, free cafes, free landromat, subsidies to buy a hybrid car, and the prized stock options that turned many employees into millionaires after Google’s Initial Public Offering.

Adjust incentives according to what they want and what you can provide

You don’t have to have deep pockets to keep your employees happy in your company. Find out what makes your employees tick, the perks they would enjoy, and the needs you can meet that would help them become better employees. For instance, you’ve find out that many of your employees have young children. You can consider either an on-site daycare center or offer to pay a percentage of outside daycare, whichever is more feasible.

Another example is that the company can provide partial reimbursements to your young employees for their purchase of gadgets. However, if you manage a company that is not large enough you can still provide perks that would cost you almost nothing and yet would boost worker morale. Examples of these are flexible working hours, job sharing, and work-at-home options. You could also conduct get-together lunches and cookouts that give everyone a chance to bond.

Do not manage people by terrorism

Some bosses never seem to understand that if they run a company like a concentration camp, its people would only find ways of escaping from the shackles. It does not breed loyalty to the company. Instead, it instills fear and mistrust between employees and employers, even among workers. Treat your employees with the same respect you hope they would give you.

 
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