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Offer them more benefits to make them happy. As long as they are happy, they will stay with you.
you have to plan to raise their loyalty
it`s a kind of long strategy plan you have to put and follow
first of all
you must makes him feel the company considering him as a treasure
and you have direct methods and indirect methods
indirect methods for example,
nice treating
flexible treating
giving them some space (of course in limits)
morally rewarded
mange for them facilitation with organizations for example:
cars , gems , hotels,....,etc
these above are not limited to
the other kind is the direct motivations
after accomplishing important or big missions , reward them certificates and sometimes if u can bonuses or overtime .
salary raise
make sure you don`t give salary package lower than the other in the same field.
training & Development it`s one the most important things that would help you to retain your employee
because he will feel that you appreciating him ,
these also for Example and not limited to...
the summary answer for your question is
benefits and motivations
GL
By direct investment in human power, raise the performance by specific training to their work, reduce the stress as possible and improve the work environment.
These points will surely increase the loyalty of employees to their jobs.
By providing below facilities which employees desire from the organization -
the best way to retain employees is to respect them. let them feel that they are important in your company.
Successful Companies world over have grown and have been able to control attrition by emphasizing on following:
Personal development.
Growth Avenues.
Value for People.
Recognition.
Learning Opportunities.
Integrity.
Compensation.
Retention = Responsibility + Respect + Relaxation Time + Reward + Training
The number one reason that people leave is their immediate boss. In other words, incompetent lower and middle management. If you want your good people to stay, train their managers properly.
- proper motivation like unbiased appraisal
- clear career path and its implementation without bias and politics.
- training
- remuneration on par with the competitors.
few factors are helpful to retain the good employees. Thanks.
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Try these tactics to retain your employees.
– Offer a competitive benefits package that fits your employees’ needs. Providing health insurance, life insurance and a retirement-savings plan is essential in retaining employees. But other perks, such as flextime and the option of telecommuting, go a long way to show employees you are willing to accommodate their outside lives.
– Provide some small perks. Free bagels on Fridays and dry-cleaning pickup and delivery may seem insignificant to you, but if they help employees better manage their lives, they’ll appreciate it and may be more likely to stick around.
– Use contests and incentives to help keep workers motivated and feeling rewarded. Done right, these kinds of programs can keep employees focused and excited about their jobs.
– Conduct “stay” interviews. In addition to performing exit interviews to learn why employees are leaving, consider asking longer-tenured employees why they stay. Ask questions such as: Why did you come to work here? Why have you stayed? What would make you leave? And what are your nonnegotiable issues? What about your managers? What would you change or improve? Then use that information to strengthen your employee-retention strategies.
– Promote from within whenever possible. And give employees a clear path of advancement. Employees will become frustrated and may stop trying if they see no clear future for themselves at your company.
– Foster employee development. This could be training to learn a new job skill or tuition reimbursement to help further your employee’s education.
– Create open communication between employees and management. Hold regular meetings in which employees can offer ideas and ask questions. Have an open-door policy that encourages employees to speak frankly with their managers without fear of repercussion.
– Get managers involved. Require your managers to spend time coaching employees, helping good performers move to new positions and minimizing poor performance.
– Communicate your business’s mission. Feeling connected to the organization’s goals is one way to keep employees mentally and emotionally tied to your company.
– Offer financial rewards. Consider offering stock options or other financial awards for employees who meet performance goals and stay for a predetermined time period, say, three or five years. Also, provide meaningful annual raises. Nothing dashes employee enthusiasm more than a paltry raise. If you can afford it, give more to your top performers. Or, if you don’t want to be stuck with large permanent increases, create a bonus structure where employees can earn an annual bonus if they meet prespecified performance goals.
– Make sure employees know what you expect of them. It may seem basic, but often in small companies, employees have a wide breadth of responsibilities. If they don’t know exactly what their jobs entail and what you need from them, they can’t perform up to standard, and morale can begin to dip.
– Hire a human-resources professional. If your company is nearing 100 employees, consider hiring a human-resources director to oversee and streamline your employee structure and processes. Putting one person in charge of managing employee benefits, perks, reviews and related tasks takes a huge load off of you and makes sure employees are treated fairly. HR managers are also more up to date on employment laws and trends. They can set up various programs and perks you may not have known existed.
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