… and let the other ones go! That’s right, I said it. Today, there are more jobs than people to fill positions, so if some of your employees aren’t making the cut, then show them the door. Some employee turnover is actually beneficial, especially when they don’t want to be there. We work more hours than we spend with our families, so doesn’t it make sense to spend all that time with employees who care, work hard and smart and want to be on your team?
Qualities of Winning Employees
Who are the “right” employees, you may ask. These people are hard-working and go above and beyond the call of duty. They have good attitudes and are positive, friendly and willing to help their coworkers and colleagues. They don’t hold back and they are not selfish with their time or energy. They are givers. The right employees are also experienced and come prepared to share their talents. They perform at their maximum potential and are not slackers. The right employee is also a go-getter and takes initiative on his or her own. They don’t wait around to be told what to do. They know what to do and do it well.
(NOTE: Considering an Online Learning Solution? Find out how Collins Learning can help you recruit and retain valuable employees.)
You know that having a strong and able team around you is important for success and the right employee is a team player. They collaborate and communicate well with others. These people are also smart, meaning they can think critically about problems and issues and work toward resolution. They actively think and act quickly to solve problems before they get out of hand. They are also responsible and hold themselves accountable for both wins and losses. They don’t shift the blame or point the finger towards anyone else. And the last, but maybe the most important characteristic of the right employee in today’s culture is stability. They are a stable human being, with a stable job and personal history.
How to Keep Them
While there are dozens and dozens of retention strategies, methods, and sometimes gimmicks, I’d like to share the top ten retention strategies I have taught about for decades. First and foremost, treat people like they are your most valuable asset, because at the end of the day, they are. Find ways to get your employees to fall in love with the company. Tell stories about the organization and share its history, values and mission regularly so that this is at the forefront of your employees’ minds.
Another strategy is to put employees where they belong based on their skills and experiences. This is the “right person for the right job” philosophy. Money is also important, but if you ask most employees, it is not the only reason why they stay. Recognition, fair treatment, respect and dignity go a long way to keep good people employed. Getting your staff involved in creating some new strategies could be fun and effective. This allows their voices to be heard and gives them some control over their work environment. And, never forget how powerful having fun can be. Take time to laugh with your staff and have fun at work. Any of these retention strategies can become recruiting advantages.
Why Do They Stay?
Why do some of your employees stay with the company so long? What keeps them around? Some experts say that their confidence in you and the organization will keep them around for a long time. In other words, they believe in you and the company. They also stay for emotional reasons. They feel like they belong. They have developed good relationships and may view their coworkers as family. They may feel appreciated and have been recognized as a valuable asset. Trust is also a huge factor. Employees who trust you and the organization are more likely to stick around versus those who lack trust. Remember, trust is a two-way street. Making promises and commitments is serious stuff. It takes a long time to earn trust and a minute to destroy it. Handle trust with great care. Employees also stay because they share the same values as you and the company. They believe in the ethical practices they see and hear. And speaking of hearing, employees who feel like they are being listened to are also more likely to stay. People like to be heard. If you listen to them it says a lot about your character, values, principles, and how much you value them.
Final Words on how to Keep the Right Employees
Employees will come and go, but you certainly want to keep the good ones around for as long as possible. Turnover costs too much and you need consistency in your workforce. Keeping good people isn’t rocket science. It takes a little love and common sense to make good employees feel like they belong. What kinds of retention strategies are you using and are they working?
(NOTE: Considering an Online Learning Solution? Find out how Collins Learning can help you recruit and retain valuable employees.)
More Recruiting and Retention Articles
- Mastering the Behavioral Interview
- Retaining Good Employees – The Old Fashioned Way
- How to Retain Good Employees
- Successful Employee Retention Strategies
- Recruiting the Best Employees
- Employee Turnover in Senior Care