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9 Techniques to Keep Your Best Employees from Quitting

9 Techniques to Keep Your Best Employees from Quitting

Professional employees are an asset for every company. Those people make your business flourish by carrying out high-quality work. However, as more and more opportunities arise on the job market, it’s become easy to have your best employee lured away by competitors. Keeping good employees from leaving the company is simple when you have a flexible mindset and know how to manage the working process of your company effectively.

Comfortable Working Environment

The final decision to leave a job takes its origin from moments of discontent. First, the employee faces misunderstanding, small conflicts, loss of interest, lack of attention and support. Then, small unpleasant situations accumulate and gradually bring a person to a breaking point. At this point, you have to demonstrate high emotional intelligence. Keep an eye open for work burnout, annoyance, irritated answers like yes/no, dissatisfaction, argues and conflicts. Heed to the warning signs and ward off potential troubles before they happen.

Team Building

Make sure your team members have friendly relationships and support each other. Nothing makes people want to stay more than the feeling of belonging. To enable communication, trust and likability between groups in the workplace, utilize various team-building activities. For example, play games together, volunteer, arrange public views of sports competitions or BBQs a couple of times every year.

Creative Freedom: Work-Life Balance

Every employee appreciates such work benefits as paternity and maternity leave, health insurance, annual welfare fairs, gym membership, in-office daycare, opportunity to work from home and others. The statistic shows, 64% of Millennials would change jobs for a paid vacation. Another survey reported 75% of workers go for a flexible schedule and say they experience greater productivity at home because they encounter fewer distractions.

Good Leadership

60% of workers state they have quit their jobs, or would consider leaving because they don’t like their managers. There is even one famous adage: “People don’t leave companies, they leave managers.” Communicate with your team on a regular basis, pay attention to new ideas they offer and any arising concerns. In other words, adopt an open-door policy. Acknowledge hard work and respect your workers.

Feeling of Engagement

Employee engagement is one of the best ways to understand and describe the nature of the relationship between an organization and its staff. An “engaged employee” is fully involved in work and enthusiastic about it, has a positive attitude towards the company and its values.

In fact, all the tips discussed in the article might be helpful when thinking of the employee satisfaction. However, one of the most powerful tools is giving a sense of meaningful work.

As a leader, you must understand what a high-ranking person is working for in his or her life, and align their role to that mission. Delegate work effectively. Make sure A-workers receive projects and tasks that suit their qualification. Challenge them to do more – real professionals love taking on high-level responsibilities.  Honest and regular feedback also gives workers a deeper understanding of what exactly they do.

Opportunities for Advancement

Professional career growth is a top priority today. Before hiring a new employee, consider promoting from within. Employees stay when they are working in a competitive environment that cultivates professional growth, gives learning opportunities, and great benefits.

“In our company, we endeavor to provide the best career growth opportunities for every employee. Hard work is always noticed and rewarded accordingly. It has significantly contributed to the professional growth of our team members and their work satisfaction in general.” – says Kate Bowling, HR manager at Skillroads.

Competitive Salaries

Deficient salary is another obvious reason for leaving or seeking other employment. It would almost seem wrong not to mention that topic. How do you know that the payment you provide is satisfying? You may ask your employee directly. Usually, workers feel uncomfortable about negotiating on a higher salary with a manager. There’s a chance they will hesitate to reach out to you themselves. Research the pay other companies provide to see if your salary is competitive with theirs. Try to settle approximately the same salary to prevent employees from leaving.

Unique Company Culture

13.5% of workers say that a negative company culture will force them to launch a new job search. The comfortable culture within a company is a key component of a successful business, and if you want to succeed, you have to work on it. Take Google as an example. They developed a unique company culture with lots of benefits, their own traditions, and customs. Try to create an atmosphere that will be associated exclusively with your organization. Original office design, active social media presence, some holidays customs might be helpful.

Education Opportunities

Offering career training and development would keep 86% of Millennials from leaving. A new generation of workers enjoys learning opportunities. People want to know and achieve more, master new skills and strengthen already acquired knowledge. Think of implementing individualized learning plans, mentoring programs, professional training, arrange seminars and webinars.

Trust and Clarity of Job Expectations

Never baffle workers with empty promises. If you promise something, you must keep to it.  Trust your team members and be reliable yourself to avoid best employees quitting the job. Set clear objectives and goals.

Volunteer Experience

The social contact aspect of helping and working with others can have a profound effect on workers’ overall psychological and emotional well being. Volunteering gives people a sense of achievement, builds better working relationships with colleagues, and increases levels of engagement within a company.

A day of team building at a children’s center is a good activity for your customer service workers to take them away for a day and allow them to be of value for others and influence local communities.

Give your strategic managers and senior directors a chance to share their valuable business skills with a local charity. They will gain practical experience in mentoring and coaching, making a vast difference in people’s lives, mastering their own skills and enjoying a feeling of personal achievement.

Finally, be friendly and positive. Provide your workers with the opportunities to achieve desired results, and they will accord you their respect in return.

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by Alice Berg // Alice Berg is a blogger and a career advisor, who received a degree in Social Work and Applied Social Studies. Now she helps people to find their own way in life, gives career advice and guidance, helps young people to prepare for their careers.

Opinions expressed by contributors are their own.