Employee Retention – A Tool Or A Program
Employees are the assets of
any organization, was just to say few years ago. But taking in consideration
today's scenario this is more of proven fact. Employer’s should think
about how to secure the long-term commitment from their employees. Failure to
create the right environment will encourage disgruntled employees to take off
in search of better job prospects.
Employee Retention Tips' that i use to build my teams
@ SNS Technologies
Demonstrate leadership
commitment and accountability. Employer's should create a work environment in
which employees want to establish careers rather than merely work . Employees
look for commitment in terms of work environment, and economic benefits
and liability in terms of making their work give an significance, rather than
just a 9 hours job.
Hire and train the right
people. Employer's regularly should review their recruitment policies
& practices. Possibly collect and analyze applicant flow data to ensure
that they are attracting and fairly considering the widest and most diverse
possible applicant pool. It is also vital to recognize the value of having
supervisors and managers with sufficient knowledge, skills and attitude to
establish success at workplace.
Establish Special Emphasis
Programs and collaborate with affinity groups. By establishing and utilizing
Special highlighting Programs and partnering and/or consulting with the
affinity groups, organizations can raise employee awareness of the importance
of diversity and demonstrate the company's commitment to their employees.
Conduct employee opinion
(climate) surveys and 360 degree evaluations. Climate surveys and 360 degree
evaluations can help organizations assess the pulse of their workforce and
make changes before employees decide to leave. Employer’s can use these tools
to hold supervisors and managers accountable for low ratings and reward them
for high ratings.
Improve advancement
opportunities. Employer's can ensure that all employees have equal
opportunities for advancement by creating and funding Individual Development
Plans and Career Development Programs. Organizations can include
these programs in their succession plans to ensure that they identify and
develop well-qualified candidate pools (feeder pools) for their senior grade
levels.
