Post by moon125 on Nov 6, 2024 0:22:31 GMT -5
Every HR knows that a truly good specialist is hard to find, easy to lose and almost impossible to replace. Following the principle: "If you love them, let them go" in a situation where a key employee leaves is the same as following the phrase "If your apartment is on fire, go to bed." Because in 2023, you need to hold on to people with both hands. In this article, we will tell you what factors besides money will help retain valuable specialists.
What is employee retention
Personnel retention is a set of shopify website design measures aimed at maintaining employee engagement in the work process. In other words, the more comfortable people are in the company, the less they think about changing jobs. This indicator, along with turnover, affects the success of the business.
Employee Retention Rate
Formula for calculating the employee retention rate
Accordingly, the retention strategy needs to be constantly improved and supplemented. And it should also be part of the corporate culture, and not just a band-aid that is used in case of high staff turnover.
Should all employees be retained?
Employees in any company are divided into the following categories:
20% are key personnel, the most productive and creative. They are the business's drivers and main asset. Competitors hunt them. And finding a replacement for them is not easy. These employees need to be retained first and foremost, because their departure will immediately affect profits.
70% — the golden mean, performers. The backbone of production. They can easily be replaced, but it is still more profitable to develop their skills and improve their qualifications.
10% - this includes competent and disloyal employees who have long since burned out, but can sabotage work processes, undermine the authority of the manager, behave toxically and have a bad influence on newcomers. This also includes incompetent and disloyal employees - this is a real "ballast". It is better to gradually replace them, without waiting until they decide to leave the company.
Interesting facts about employee retention
Interesting facts about employee retention
Reasons for staff turnover
Before you start working on retention, you need to identify what exactly people are unhappy with. Only by understanding people's problems and needs can you reduce turnover and retain valuable employees for the long term.
There are five main reasons for turnover:
1. Low wages;
2. Poor relationships with the team;
3. Bad relationship with the manager;
4. Lack of career growth;
5. Lack of recognition.
You can find out which of the above served as catalysts for layoffs in your company using anonymous engagement surveys on the Happy Job online platform . 59 questions cover all aspects of the office environment: from relationships with the team and manager to salary levels and comfort in the workplace. This will give the most clear, dynamic and comprehensive picture of your employees.
Employee Retention Methods
Engagement survey on the Happy Job platform
Surveys will reveal a comprehensive picture of the world and touch on topics that HR and managers often forget about in the hectic pace of life. They can be conducted only once a year, and the analysis of the results is carried out automatically and does not require much time and effort from an HR specialist. And based on the employee responses, you can plan a retention strategy.
What is employee retention
Personnel retention is a set of shopify website design measures aimed at maintaining employee engagement in the work process. In other words, the more comfortable people are in the company, the less they think about changing jobs. This indicator, along with turnover, affects the success of the business.
Employee Retention Rate
Formula for calculating the employee retention rate
Accordingly, the retention strategy needs to be constantly improved and supplemented. And it should also be part of the corporate culture, and not just a band-aid that is used in case of high staff turnover.
Should all employees be retained?
Employees in any company are divided into the following categories:
20% are key personnel, the most productive and creative. They are the business's drivers and main asset. Competitors hunt them. And finding a replacement for them is not easy. These employees need to be retained first and foremost, because their departure will immediately affect profits.
70% — the golden mean, performers. The backbone of production. They can easily be replaced, but it is still more profitable to develop their skills and improve their qualifications.
10% - this includes competent and disloyal employees who have long since burned out, but can sabotage work processes, undermine the authority of the manager, behave toxically and have a bad influence on newcomers. This also includes incompetent and disloyal employees - this is a real "ballast". It is better to gradually replace them, without waiting until they decide to leave the company.
Interesting facts about employee retention
Interesting facts about employee retention
Reasons for staff turnover
Before you start working on retention, you need to identify what exactly people are unhappy with. Only by understanding people's problems and needs can you reduce turnover and retain valuable employees for the long term.
There are five main reasons for turnover:
1. Low wages;
2. Poor relationships with the team;
3. Bad relationship with the manager;
4. Lack of career growth;
5. Lack of recognition.
You can find out which of the above served as catalysts for layoffs in your company using anonymous engagement surveys on the Happy Job online platform . 59 questions cover all aspects of the office environment: from relationships with the team and manager to salary levels and comfort in the workplace. This will give the most clear, dynamic and comprehensive picture of your employees.
Employee Retention Methods
Engagement survey on the Happy Job platform
Surveys will reveal a comprehensive picture of the world and touch on topics that HR and managers often forget about in the hectic pace of life. They can be conducted only once a year, and the analysis of the results is carried out automatically and does not require much time and effort from an HR specialist. And based on the employee responses, you can plan a retention strategy.
