Contrary to popular belief, low pay & fringe benefits is not always the primary reason for staff churn. Switching due to better future prospects, dynamic work environments, domestic requirements (Child care), higher studies, workplace discrimination and even health issues are some of the primary reasons for quitting jobs.
So while it is natural for there to be a staff turnover in any workplace, if you do have a solid team of personnel who contribute both individually and collectively to achieve corporate objectives, then it only makes sense to do everything within your power to retain those valued employees.
So to prevent those valuable employees from leaving or possibly even before getting to that stage of contemplating resignation due to dissatisfaction, it is wise to adopt the following tactics.
- “Good-Fit recruiting” would ensure you recruit the correct candidate for the job, for which you should implement a tried and tested recruitment practice
- Closely followed by an ‘Induction Process’ to help employees settle in promptly without letting them idle trying to figure things on their own
- Carry out ‘Exit Interviews’ that would give you a fair idea on where the retention issues lie. This would help identify patterns and also investigate into the subjective matters that prompt staff churn.
- Annual Appraisals and Rewards Systems will prompt the good employees to perform better and encourage retention
- Relationships! Both between employees and the line manager, it is vital to build good relationships based on trust and understanding
- Present opportunities for Career progression that would keep a high motivation level within the staff by utilising their talents suitably
- Flexibility is a crucial requirement expected and appreciated by good employees who wish to maintain a good work-life balance
