"People work for much more than a paycheck."Having extensive recruiting experience in a fast paced staffing firm (Robert Half International) and corporate call-center environment (Inktel Direct), I have learned that most employees are looking for common elements from the people they work for. People, regardless of position, seek a good "Relationship with their manager", "A positive work environment", and "Praise and recognition". Successfully combine these three elements and implement them effectively and you have created the foundation for a great retention strategy.
It is obvious that these crucial elements have little or nothing to do with compensation. Instead they remind us an important fact: People work for much more than a paycheck. People not only want their jobs to be a source of income but a source of attaining pride, professional development, enjoyment, and acknowledgment of their skills and efforts as well. With this in mind, I would like to introduce to you a retention-boosting method that I came across a few years ago, simply called K.E.E.P.-Kudos, Excite, Empower, Promote. Sounds simple right?
Kudos- Offering kudos to an employee who is meeting or exceeding expectations is a simple, effective, and inexpensive way to recognize their efforts. An employee who is constantly encouraged and continuously feels appreciated is less likely to leave. Just remember that what might be considered as a reward for one employee might not be the same for another. So, make sure to make the rewards meaningful to each individual employee. A few ways to offer kudos may include: Public recognition, an email, a "thank you" or "good job", a note of recognition or any other simple gesture of recognition.
Excite- As managers, we have the ability to set the mood and the tone of the environment that we work in so keep this in mind each and every morning as you are walking in your office. Creating a positive and rewarding corporate culture is essential for generating excitement. Remember that the more people are excited and enjoy coming to work the less likely they are to seek employment elsewhere. Here are some ideas to generate some excitement in your environment: Have a positive attitude, provide your employees with assignments that are achievable yet challenging, frequent praise and recognition, and share the company's successes with your staff so they know their hard work is paying off.
Empower- Trust your employees and give them their space to perform their jobs competently. The more empowered and trusted they feel by you, the less likely they are to leave. Most employees are on the never-ending search for autonomy and the ability to make impacting decision; meet these needs and you will create an undeniable sense of loyalty. Here are a few suggestions for "empowering" your employees: Be open to suggestions and act on them whenever possible, reward smart risks along with result, foster creativity and teamwork, and show confidence in your team's ability to make decisions.
Promote- The key to any successful retention method should be a structured program that provides and nurtures professional growth and development for employees of all levels. If your employees feel that they have hit a "Glass Ceiling" with the company, then the next logical step would be towards the door. So when possible always try to promote from within, help employees develop career plans with the company, set up a mentoring program, help employees achieve their goals.
Happy employees that enjoy coming to work everyday are the key to any successful organization, so remember that creating a positive company culture is mutually beneficial for you and your employees. Many times we assume that our top performers already know they are doing a good job, but don't make that assumption; a small gesture has the ability to go a long way. A simple thank you or a brief email can motivate someone to keep trying their best not only at work but at other things too. Try and take a personal interest in your employees and don't ever take someone's hope from them, because for some-- that is all they have.
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