Employee retention is more than a “buzz word” ,it is a very real and powerful part of doing business in today's marketplace. It is becoming more and more difficult to find and retain top talent. The company that recognizes and embraces the need to be competitive in meeting the expectations of its employees is the one that will hold on to its most valuable asset - its employees.
As a rule, companies commit fewer resources to employee communications than any other communication function for instance they pay more attention to; Media, Investors, Government, Customers, And consumers
Note : Effective internal communication is not a matter of slick publications or good-looking intranets. These are communication tactics that can facilitate the flow of information that ultimately should improve employees’ commitment to the company’s goals and objectives.
Involvement – Employees are not content to sit back and let others make decisions that will affect them; In a world where knowledge is the most important element of production, employees believe they know more about their jobs and how they contribute to the bottom line than management does—and they’re usually right
A connection to the marketplace – Employees who perform their work in a vacuum are usually surprised by change, resulting in resistance and, frequently, failure; On the other hand, employees who are well connected to the factors that drive company change not only are prepared for change, they can initiate it
Integration: Welcoming an employee into your company may seem like an easy task, but many organizations fail to plan accordingly. Integration must begin before the employee's first day of work.
Open Communication: An open line of a communication between an employee and his or her manager is a critical goal in ensuring employee satisfaction.
Informal meetings. Managers should hold breakfast, lunch or regular meetings with their employees. Meetings where management and employees share time discussing goals and strategies, as well as providing feedback to one another can go a long way in making employees feel valued .
Rewards and recognition -are yet another crucial component to the success of your retention program because they confirm to the employees that their efforts are meaningful and appreciated. One of the easiest and best ways to reward employees is to simply congratulate employees on a job well done. Long hours and hard work that go unnoticed will leave employees feeling deflated
Balance between work and play .- For a number of employees, work might not be the top priority in their lives. Everyone has certain needs, whether it's related to family, financial well-being, spiritual connections, hobbies and extracurricular projects.
Culture and Commitment : It is a common misconception that retention is the sole responsibility of a company's Human Resources (HR) Department. In practice, a successful program includes buy-in from all departments and levels of an organization.
Build a sense of belonging - Emotional factors are very important in binding employees to organizations. It is therefore crucial that managers take time to engage employees’ commitment and energy.
Be creative with your Remuneration package - The inability to step outside set pay and compensation structures can make your company uncompetitive, especially when demand for skills is high.
In order to retain talent, human resources managers need to design jobs to maximise skill variety, task significance, autonomy, control over their work and feedback, and ensure that they provide opportunities for learning and growth.