Submitted by Purple Ink
Employee engagement and retention are top of mind these days as “The Great Resignation” rages on. Workers are becoming less willing to accept policies they don’t agree with, treatment they don’t deserve, and negative impacts on their mental health. They’re leaving organizations that don’t meet their needs and searching for ones that do – and with so many positions opening up, they’ve got plenty of options to choose from!
If you’re looking to avoid the fallout from “The Great Resignation” (or recover from it!), we’re here to help. There’s no one-size-fits-all solution, but these are some areas you should consider.
- Rethink Compensation
Engagement is not all about money, but it is important. It’s hard to stay positive and productive if you’re having trouble paying your bills. A compensation analysis can help you find out whether you’re offering competitive pay.
- Change your policies
Are your policies and practices working for your team? Take a look at things like flexible work schedules, PTO, benefits, parental resources, etc. Accommodating your team’s needs may be the support they need to stay onboard. Don’t make assumptions, though! Not everyone wants the same things. Ask your team what they want and offer options that will meet different workers’ needs where possible.
- Invest in your people
People stay longer at companies that give them opportunities for growth. Offering more development to your team may help you build loyalty. The good news is there are lots of different ways to do this. You can sign them up for a training series, send them to workshops and webinars, host training sessions in-house, set them up with a coach…the list goes on!
- Hire the right fit
One often-overlooked way to improve retention is to hire the right person off the bat. If you can identify someone who’s going to be a great fit, not only for the role, but also for your organization, you’ve got a better chance of them sticking around for a while.
- Treat exiting employees right
Unfortunately, sometimes you have to make the difficult decision to let employees go. When you do, offering them outplacement is a great choice, not only for your organization and the exiting employees, but also for the remaining employees’ morale. They’ll see you treating their departing coworkers respectfully and with compassion, leading to increased job satisfaction, productivity, and engagement.
- Think about workload
If your team’s getting burned out from overwork, it might be a good idea to outsource some of that workload to someone else. An outsourced consultant can take on a project for you or take care of some day-to-day tasks to free up time for your team.
If your team is not engaged and turnover is high, it’s time to think about making some changes. Not everyone wants the same things, so the important thing is talking to your team and finding out what they’re looking for in the workplace.