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Employee Retention
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(7 mins, 39secs)
Unhappy employees.
Being aware of changes in behavior or performance is important as a manager if you want to stay abreast of workplace issues and have a highly functioning team.
In Episode 28, I’ll discuss the 8 telltale signs of employee dissatisfaction.
Get more tips on interviewing, hiring, managing and engaging your employees. Dianne Shaddock is the President of Easy Small Business HR, Employee Hiring and Managing Tips and the author of the eGuide, “How To Supervise: What Your Boss Never Told You Before You Took the Job“, A Step-By-Step Guide For New and Seasoned Managers.
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When you’re trying to create a productive and cooperative workplace, improving employee morale is key. When employees are happy, they’ll want to stay with the company, be more productive, and offer ideas worthy of PhDs, which can help improve the business even more. Perks are a great way to do this, but unfortunately not every company has enough money to organize exotic employee picnics or offer huge benefits. But that doesn’t mean you can’t create a healthy work atmosphere. Here are several cheap ways that you can improve morale without breaking your budget:
1. Managerial Encouragement
If employees only hear from their managers when mistakes are made, it discourages morale. Managers need to stay updated on employee accomplishments, and develop ways to encourage and reward these achievements. For example, managers could leave handwritten notes at an employee’s desk acknowledging a job well done, stop by the employee’s desk to offer a handshake for congratulations, or offer sweets to employees who come into her office. Employees who feel appreciated will want to work harder.
A monthly employee newsletter would also give the company a chance to recognize outstanding employees on a wider scale. Newsletters also keep the staff updated on company news, which keeps the staff involved in the company’s progress. Be careful not to send these too often, though, as that will devalue the honor of getting a mention, and might even devolve into an annoyance.
2. Employee Lunches
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Employee turnover is a data point that every manager wants to be conscious of no matter the size of your company.
After all, who wants to spend the time energy, and money that it takes to hire the right candidates only to see them walk out the door a short time later.
There are a number of reasons why new hires may decide to leave your company after only a few short months. Some of the obvious reasons are:
- The job was not as described
- Your employee was not onboarded properly, (no introductory training or resources to perform the job efficiently)
- Some type of personal emergency
One of the worst reasons that an employee may give for leaving a company after only working a very short period of time is that they received a better job offer. (Great way to burn bridges)!
But there is one reason that some new employees leave that may not be as transparent to you as a manager: Your new employee did not feel welcomed by their colleagues.
Take a look around your work environment and take an honest look at the office culture.
- Does it appear that there may be cliques of employees – those employees who always go to lunch together or who always sit together at meetings or other company events?
- Are there certain employees who are very social outside of work and who spend “water cooler” time talking about the things that they’ve done together over the weekend?
- If there is a notable work related event that has the office abuzz, is everyone within earshot included in these conversations?
Employees who are not welcomed into the fold and made to feel part of the fabric of the organization can often feel a sense of isolation. When not feeling embraced or included, these employees are more likely to leave your company; especially if they are new and are not vested in the position yet.
We can’t manage who our employees interact with on a personal level, but we can set standards for inclusion for all staff. Do your part by making sure that you:
- Share your expectations of how employees are welcomed into the organization. You can do this by making sure that all of your staff understands that it’s their responsibility to make new employees feel welcome and to include them in work related activities.
- Assign a point person for your new employee on their first day. This is the person that should be responsible for ensuring that your new employee understands how to navigate through the company system and culture, and introduces your new staff person to other employees at the company.
- Check in with your new staff member on a regular basis to see if they have any questions, or just to find out how they are doing.
It just takes a little effort to help make a new employee feel part of the team. It’s an investment that can pay off in terms of your employee turnover and retention rates.
Dianne Shaddock is the President of Easy Small Business HR, Employee Hiring and Managing Tips, and the author of the ebook “How To Supervise: What Your Boss Never Told You Before You Took the Job“, A Step-By-Step Guide For New and Seasoned Managers. E-reader versions available in late November on Amazon, Barnes and Nobles, and Apple iBook.
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