How to Make Your Employees Want to Stay

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employee retention

As a recruitment manager, if employee retention and engagement are not yet included in your priority list, then it is time you did so. The job market is changing, and many proprietors are realizing that they no longer have a hold on all the cards when it comes to personnel retention in the fast-paced modern-day environment. Today, workforces no longer prioritize having a contract with their present employers over looking for better jobs elsewhere that match their career aspirations and lifestyles.


If you’re not doing everything you can to ensure your workforce is happy, you’re at risk of losing your best talent to your competition.


What this means is that if you are not doing everything you can to ensure that your workforce is happy, you are at a greater risk of losing your finest talent to your competitors. However, the good news is that the best and most efficient employee retention strategies often involve spending little or no money at all.

Employee engagement and retention factors that matter the most to your workforce

 Provision of a Vibrant Career Path

Your top employees want an assurance that they have a future in your firm. How do you expect your personnel to envision a future at the firm if your management has not been able to set a progression path? There is a need to meet with your team members on a regular basis to have a discussion pertaining to their professional goals, and how they can achieve them at your firm.

You need to make certain that you do your part to ensure that you support your employees’ professional objectives by providing them with resources that include access to training programs and mentors. When you commit to providing the workforce with a chance to upskill, you will not only benefit the employee, but your bottom line as well.

Workforce Recognition

Starting a company rewards program is an excellent way to retain your workforce. This strategy assists in acknowledging their achievements by focusing on continuous delivery and fairness. When your employees feel that you notice and actually value their contributions, their loyalty and motivation are likely to start growing. However, you need to ensure that the same employees are not recipients of all your praise. On the other hand, make sure that recognition is not offered out of a sense of duty. This is something that can harm the morale of your workforce.

Financial rewards, bonuses, and pay rises are an ideal starting point when you are considering employee engagement. However, you should understand that provision of a public “thank you” during a staff meeting might be meaningful as well. You should consider combining the verbal praise with simple rewards such as gift cards to local restaurants as tokens of your appreciation for a task well done.

Try Cultivating a Culture of Freedom 

It is normally very hard for an employee to feel trusted or productive when there is someone who is constantly looking over their shoulders as they work. Studies have shown that many strong performers often value degrees of autonomy, and are likely to thrive in environments where they are free to explore ideas that are innovative.

As a supervisor, even though you may not be physically hovering over your workforce, you could be providing the same micro-management feeling if you require excessive approvals and updates on assignments even before they have started progressing. If you are sure that you have done a good hiring job, you need to be able to rely on the personnel to complete their tasks successfully.

There is a need to ensure that the workforce has been provided with sufficient details when starting a project. Once this is done, leave them to take the ball and work it how they see fit. There is a chance that they will be able to rise to the occasion, and this will in turn increase your employee retention rates.

Offer Flexibility

 When it comes to employee engagement, you will find that a flexible work arrangement is typically the most sought-after element in any work environment. It is something that may range from making it easy and possible for them to attend school activities, family emergencies and work from home arrangements.

By enhancing flexibility, you are making it possible for the employees to balance their personal needs and work demands. It is something that is quite meaningful to professionals that are time-pressed. Employee flexibility can be used to show the workforce that you indeed have a vested interest in their general wellbeing. In the long run, it is likely to increase their loyalty to your firm.

CSR (Corporate Social Responsibility)

Individuals will normally be interested in working for businesses that have demonstrated that they are a force for good. Consider whether your business currently falls into this particular category. One question to ask yourself is whether you promote ethics when interacting with your workforce as well as clientele. For instance, executing an action such as organizing days where your people volunteer for certain philanthropic events may go a very long way in building team spirit as well as enhancing their loyalty.

Solve Your Management Problems by Calling Kinsey Management!

Kinsey Management can help you to solve your management problems. Contact us today for more assistance.

How to Make Your Employees Want to Stay | Kinsey Management – Houston, TX

Lisa Kinsey

Lisa Kinsey

Lisa Kinsey’s expertise lies in organizational strategy, culture change, project alignment and execution. She has been on the forefront of change and transformed businesses and cultures through people-focused strategies. Lisa has held numerous leadership positions with Fortune 500 companies that spans from sales and operations to HR and organizational development. She is passionate about sharing her experiences, successes and lessons learned with her clients, helping them breakthrough to the next level of performance.

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