Every business has to do all it can to attract talent but then it is important that they retain that talent. However, keeping hold of talent requires managers to identify employee expectations and economic challenges and manage them effectively and efficiently. Many employees choose to continue to look for other jobs out there because there is something missing in their current role and so, it is down to HR managers to identify how to prevent it from happening.
Development Opportunities are lacking
While big salaries and benefits can provide employees with what they want, their lure and appeal will only go so far. This is because the secret to retention lies in the ability to meet the ambitions of employees through development and progression. Therefore, line managers should identify how employees will develop, what they can do to aid that development and how they can progress.
A lack of leadership
Employees form the fundamental back-bone of any business, but as much as 50% of any workforce can have an issue with those in charge. There will always be issues surrounding employees and managers but when problems arise, the way in which they are handled is crucial. Therefore, leadership has to be consistent and seen at every level with the organisation.
Identifying what is frustrating top talent can be achieved through surveys and informal conversations and then you can begin to find solutions.
No future vision
It is now common for people to want to work to achieve an end-goal. This is a common line of thought among the younger generation because they want to achieve something that is valued socially. Therefore, if a business can align its goals with that of employees, it will create an enhanced level of flexibility and a team that is working towards the same successful outcome. So, consider promoting the progress of the business internally and how it is progressing towards the end-goal.
Recognition in the workplace does not always come in the form of pay rises because employees are now thinking differently. They believe that being recognised in the form of cost-saving perks can really make the difference. This can include gym memberships and even free meals as a show of appreciation for loyalty. Therefore, bringing reward programmes in-line with goals, could mean enhanced skills or an increase in retention.
Employees can feel frustrated by a lack of communication and transparency to the point where it frustrates more than bad leadership. They require a level of direction and drive that can often be lacking if a business does not communicate its expectations on both an individual and an organisation-wide level.
The simplest way to overcome this is to have an honest and open dialogue that discusses problems and issues as they arise. It is vital that employers engage with employees as this can help to cultivate a culture that is underpinned by leaders who have the ability to engage and deliver. In order to create a value and purpose to work, employers have to develop connections with employees that are emotionally strong.