Improvement Required: Staff Retention Process
The retention of employees is one of the key issues for any company. Companies focus on creating a recruitment pipeline to supply workforce, however it is also important to focus on existing staff to encourage them to remain with the employer. Retaining employees is a result of combined actions for new and existing employees that are taken by the employer.
Many times HR Leaders fail to gaze the balance between turnover and retention, what is going on in specific staff groups, departments, and teams. During the work programme, several key retention themes emerged which are explored in more detail in this guide. These are:
1. Blooming the organisational values and culture
2. Flexible working Culture
3. Helping employees in career planning
4. Impact Evaluation
5. Engagement between manager & staff
6. Improving the capability of line manager
I know of no single formula for success. But over the years I have observed that some attributes of leadership are universal and are often about finding ways of encouraging people to combine their efforts, their talents, their insights, their enthusiasm and their inspiration to work together.— Queen Elizabeth II
Blooming the organisational values and culture:
Developing the Culture and Values of Organization is one of the key aspects to improve staff retention. Giving efforts in this process of staff retention should be transformational rather than transactional. Putting efforts into infusing a culture of transformational change needs importance. Creating a positive workplace and developing organizational values are the key factors, which are required to improve employee retention.
• Recruitment process must have value based standards of behavior.
• Streamline pre-employment checklist in the process of recruitment.
• Be in touch with potential employees during the offer and first day of the job.
• Induction program and manual should be well structured, HR Managers should not be in hurry to complete it in a single day.
• New employees need support after induction as well to plan meaningful objectives.
Flexible working Culture:
Job sharing, compressed hours, flexible timing, work from home etc are the few example of Flexible working culture depends upon organization need and requirement. By maintaining the high standard of care, organization’s can help employees to maintain a balance between personal and professional life and communicate that the organization is the best place to work, and it should be the key part of the retention strategy.
• Flexible working policies should be used to support the employee retention.
• Managers must be well informed and trained to apply flexible working policies.
• Effective use of e-rostering in the organization.
Helping employees in career planning:
Another way of making employees feel supported, professionally fulfilled and valued is providing education and training opportunities to them. Innovatively created induction program, frequent one-to-one meetings between Manager and Staff, transparent and well-structured appraisals should be the key part of the retention strategy. These meetings create an opportunity to discuss and create career development plan for employees. These career development programs can include training courses, specialty qualification, mentoring and coaching or stretched projects. Creating career pathway for individual employees can help to retain employees with an organization for a long time.
To ensure the success, the company must ensure to evaluate the impact of the changes, should be measured during the planning stage of the retention strategy. Regular review of strategy and related activities will help you to measure how success is it and any changes are required to make or not. Keeping a plan in place to review and evaluate activities will help you to track the changes in retention process. It will also help you to identify risks and issues that might arise during this change.
• Clearly defined objectives.
• Identify constraints and risks.
• Evaluate and identify the data sources.
• Activities and tasks should be mapped properly.
• Well structured review plan to measure the success.
Engagement between manager & staff:
Creating a healthy engagement between Line Manager and Staff is one of the major success keys of such programs or strategies. These line managers deliver the different elements of this retention strategy in different parts or functions of the organization.
• Know your workforce
• Agenda for Line Managers should be clear.
• The process to communicate the message to the employees must be well structured.
• Make activities of retention strategy relatable.
• Share the agenda and its expected outcome with employees.
• Open and unbiased culture should be created so that employees can share their concerns openly.
• To engage the line managers with agenda 360-degree feedback process should be implemented.
Improving the capability of line manager:
To support the workforce retention strategy, line managers also need so training or support which is important for the success of these activities. Hence, to gaze the training and development requirement for Managers is required. In workplace, Manager always impacts the work experience of staff and also holds the responsibility to share the vision and mission of company with the workforce. So keep in mind that few of the managers also need the training to contribute to the success of retention strategy.
• Coaching or mentoring.
• Create a buddying program for line manager.
• Role modeling exercise.
• Providing 360-degree feedback.
• Training and development programs to improve the working of managers.
Conclusion through pictorial presentation
You can have the best strategy and the best building in the world, but if you don’t have the hearts and minds of the people who work with you, none of it comes to life.— Renee West, Luxor and Excalibur Hotel
© 2017 Nipun Sourishiya