Every business owner knows the importance of employee retention and engagement. But many of them have different ways of doing this, and sometimes they also have opposing views on what are the best practices. Many companies tread the fine line between maximum productivity and employee burnout.
Sometimes all it takes is to align the companies goals, sometimes a bit of employee training or workshop facilitated by external consultants. When these methods work, morale goes up and productivity increases. But is there a method that ensures employee retention?
Many factors influence an employee’s decision to leave or stay in the company. These include benefits and career progression. If a business is spending ample resources to provide benefits to employees, as well as money and time for excellent health benefits management, employers must offer what their employees want.
Ask Your Employees
Employers can do this with a simple survey. Whatever information you want to find, make sure to ask questions about behavior you can observe rather than thoughts or motives. If you want to know what improvements they want to see, send out a list of benefits that a business can offer. Include significant benefits such as individual health insurance plans with good coverage and minor ones such as choices or wellness programs.
It’s best to offer employees three to five benefits that they value the most. An employer can also ask them to suggest benefits that might have been overlooked.
Consider Individual Preferences
In the survey, give employees the option of anonymity. For the employees who included their names, you can gain valuable information on what they value most. Use that data to try to offer individuals perks. Consider asking demographic questions to get insight on differences (in terms of benefits they might want you to offer) among new and young hires and employees who have been working for you for a significant time.
Inclusion is always a big matter when it comes to any organization, so making employees feel noticed and heard is vital in making them feel part of the bigger picture.
Inform Everyone about Changes
Any change should be communicated to employees. Whether it is after they respond to a survey, clear communication is vital to employees. Any change from management, whether it is in the production or economics of the business, must be communicated to employees, especially if it involves a new process that they must complete.
A session where management explains the reasons behind decisions and where employees ask questions is ideal. If the changes involve big changes, tell them when you plan to execute them. Change is good, but for companies to retain their best employees, they must make them feel part of the solution. Making them feel as if they are the problem will not win any company the employees’ goodwill.
Keeping your loyal employees engaged and happy means understanding what matters in the workplace and life in general. The ideal way to do this is to get their input and use it to create a work situation that benefits both companies and the employees.
