4 Practical Tips That Will Keep Employees From Quitting

Posted by Cathy Reilly

iStock_000083193417_Small.jpgWhen an employee quits, it’s often easier to just believe the situation is out of your hands. However, many reasons employees quit could be easily prevented if the time was taken to ensure the company is a place that employees never want to leave.

Here are four ways you can stop valuable employees from walking out the door and improve productivity and engagement in the process:

1. Take orientation seriously

If you want new hires to stay with your company, you need to implement an orientation program that will turn them into happy employees. As a matter of fact, 69 percent of 600 new hires who responded to the 2015 Employee Job Satisfaction and Engagement report by the Society for Human Resource Management said they are more likely to remain at a company with a structured orientation program up to three years.

Not only do the majority of new hires take orientation seriously, but it also makes the most lasting impression, which is why companies should avoid boring orientation programs. It may take more effort than simply stepping out of the conference room, shutting down the PowerPoint projector or tossing the dusty old handbooks.

Creative employee orientation strategies will not only keep new hires engaged in the onboarding process, but will also give them the chance to socialize with coworkers. Assign them to team project work and reward successful teams with a ‘casual dress day’ of their choice, or cafe gift cards for the coffee shop down the street.

Set new hires up for success through orientation and help them establish camaraderie from the start. Think of compelling ways to transition new hires into the company and onto the work floor, and they will be more likely to want to stay there.

2. Encourage teamwork

Relationships with coworkers are a major factor when it comes to influencing dedication in employees. In fact, 44 percent of employees felt that work relationships were “very important” to their job satisfaction according to the SHRM report.

Failing to promote teamwork can have devastating consequences on employee retention. A remarkable 71 percent of 9,699 respondents to the 2015 Global Generations study by Ernst & Young quit due to a work environment that did not encourage teamwork.

Instead of having employees work on tasks alone, confined to stuffy cubicles, open the space up for team projects, encourage collaboration and provide an environment that nurtures healthy employee relationships. Having employees interact on a regular basis can be the key to keeping employees onboard. [Click to Tweet]

3. Provide employees with the opportunity to grow.

If an employee thinks they are going nowhere in a company, they will go to the first job opportunity that shows potential for them to grow. In fact, a lack of opportunity to advance is why 74 percent of employees in the 2015 Global Generations study said they quit.

Employees want to grow in a company, but they don’t always know how. That is where employers need to step in to guide them up the corporate ladder.

A simple and effective way to give them opportunities to grow is to continuously offer training through ongoing onboarding. Not only will employees have the chance to be trained in new skills, but through online access, they will also have the flexibility to do it on their own time.

Continuously providing elective training will create more devoted employees because it shows the company is invested in their career advancement and personal growth.

4. Be the employer that makes workers want to stay.

Employers may not particularly favor every employee, and they definitely will not like every idea that is presented to them. However, that does not warrant any reason to be disrespectful to employees.

Respect goes a long way -- 32 percent of the 400 employees surveyed in the July 2015 Employee Retention Report by TINYpulse said they are less likely to think about looking for a new job when managers respect their work and ideas.

One way an employer can show respect is to realize there is a fine line between being frank and being flat-out rude. For example, when an employee presents an idea you do not agree with, don’t just shoot them down. Take in what the employee suggests, give constructive criticism and have them rework the idea to present again later. Be especially conscious of body language and tone when responding.

The way an employer reacts to an employee can ultimately make or break the decision to quit -- showing respect undoubtedly gives employees a valid reason to stay.

What are other ways that employers can make happy employees and keep them from quitting?

Topics: Employee Retention

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