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Even the best companies experience some level of turnover. People come and go, Millennials get bored, and so goes the cycle of employee life. But there may be moments in your company’s life when you’re experiencing more than that usual number of vacancies.
If you’re having a hard time keeping butts in seats, there’s only one name for it: you have a retention problem. It can be hard not to take that too personally, or maybe even lay the blame on other people–but the sooner you come to terms with what exactly you’re dealing with, the sooner you can make honest, smart changes and the see the trend start to reverse.
If you’re ready to face your retention problem head on, here are a few simple suggestions to get you going in the right direction.
This may sound like a no-brainer, but retention starts with hiring. Ryan Blair, in his book Nothing To Lose, Everything To Gain, says it like this: “Good people don’t take a job just for salary. They take a job for camaraderie, learning opportunity, or because of their career direction.” If you’re not hiring top talent, salary alone isn’t going to be able to attract top talent.
You need to surround yourself with employees who want to show up, and who know they’re surrounded by like-minded people who are equally excited for the task ahead.
Once they’re in the door, you can keep them by creating a culture of recognition, winning, and excellence. When you’ve got that, you’ll find a team of employees that truly want to stick around.
Speaking of the value of recognition, that doesn’t just come from one person: it starts with your managers. As Forbes’ Victor Lipman points out while analyzing a study by TINYpulse, “There’s a relationship between how valued an employee feels and how highly they would rate their direct supervisor.”
If you consistently have employees turning over after a short time in the job, the first place you can look is their manager. If you don’t have managers who are actively working to engage with their teams, make them feel recognized and valued, and provide timely feedback, then you’re setting yourself up for high turnover rates.
Change the culture of your management, and it’s going to have an effect on the entire team.
Again, having an employee retention problem is hard not to take personally. But what that also means is that there are probably a few incremental changes that you can make right now that will have a direct impact on retention. One that we can all work on is communication.
A communication best practice that we’ve always encouraged here at Hoopla is to make your goals visible. When you use something like a KPI dashboard to display your weekly and long-term goals to the team, it gives them the opportunity to take ownership of the process. And when they feel like they’ve got some skin in the game, and are on the same page with you, that’s when things begin to jell.
Owning your retention problem is the best place to start. And once you take that first step, you’ll be amazed to see how simple changes can make your company the place everyone wants to be.
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