6 ways to increase employee loyalty and understand how to keep employees from leaving
In this article on how to keep employees from leaving, I will provide you with 6 ways to increase employee loyalty within your organization.
Now I suggest we move on to the tips.
1 – Stop relying exclusively on personality tests and resumes for recruiting
As a human resources manager or a founder, you can reduce absenteeism and turnover upstream.
Relying more on personality tests and resume information can limit your ability to make good judgments.
You know very well the consequences of this choice for the company!
You can start solving this problem now by offering very short trial periods to test candidates’ skills in a practical and more efficient way.
This will reduce costs for the company while improving the quality of recruitment.
2 – Learn to listen to your employees’ needs and advice
You know very well that questionnaires offered to all employees are not effective and increase the lack of trust in the company because they are considered tools for managerial control.
So why do you still need to submit them to your workforce?
You need to offer your employees as many channels as possible to express their feelings and opinions.
Your goal is to discover the intrinsic motivations of your employees in order to truly retain them.
To do this, treat your employees like you would treat your best customers.
How can you do this?
Learn to listen to their needs on a daily basis, especially during the back-to-work interview.
Provide training to managers so that they are able to better understand the needs, motivations, and fears of employees.
Developing active listening skills is essential to improving communication with employees and reducing misunderstandings that can turn into conflicts that may become too difficult to manage.
3 – Eliminate stressful and unproductive management procedures and strategies
A good human resources manager or business owner cannot be satisfied by simply noticing an organizational problem. The impulse to completely delegate this task to managers is often too strong, but by acting this way you already know what the consequences will be for the company.
So you need to be an active contributor to any organizational change that can reduce stressors at work. To succeed, start by answering the following questions:
What unproductive procedures, sources of stress, and difficulties at work need to be changed as a priority?
What will be the consequences for the company if no immediate action is taken?
What action plan should I define and execute as a human resources manager or founder to avoid these consequences?
Which managers and teams are most in trouble and what can I do to help them solve their problems?
What are the limits of executive management that I can try to reduce?
What can I do in practical terms to facilitate the smooth functioning of the company?
Asking these questions is essential to improve the effectiveness of your organization.
4 – Decentralize management by fostering employee autonomy and mutual trust
Your experience as a human resources manager or as a founder has shown you that control management is not effective in the long run. You equally know that many managers do not appreciate this type of management because it costs them time and pulls them away from the strategic goals of the company.
Therefore, do not leave all the responsibility to managers! It is equally true that the problems of one team, are also the problems of the whole company. For this reason, the executive management must actively participate in the organizational changes and not give the responsibility of this change exclusively to the human resources management.
What could you do as a human resources manager or as a founder to improve the performance of diverse teams?
One way to improve collective performance is to lighten the workload of managers by giving more responsibility and autonomy to team members.
This way, managers will have more time to focus on results, and employees’ work will become more interesting. Employees will feel more appreciated for their contribution to the company because they will be able to perform more important tasks and not, as is often the case, just do what the manager has no desire to do. Avoid both presence bonuses and medical checkups for people who are absent.
Learn to trust your employees, and good employees will trust you!
For example, you can encourage remote work by offering short periods of work at home to see if employees are as effective as in the office. This can be especially attractive to employees who live far from the workplace.
5 – Create team cohesion among employees on a daily basis
Your experience as a human resources director or as a business owner has already shown you that team building is often a waste of money and time.
However, you know that team cohesion is essential for achieving the goals set by executive management.
What can you do then to strengthen the cohesion of all teams?
One way to do this is to stop feeding the difference in treatment between managers, executives, employees, etc. Bringing the corporate vision to life requires participating in a common project.
How do you plan to accomplish this if everything is done to divide employees?
How do you create unity and a common vision that allows you to overcome all these socio-professional categorizations?
In order to achieve this, the founders and human resources manager must communicate and above all show by example that all employees are important and that their contribution to the company’s success is acknowledged and appreciated. In this way, most of the employees will feel committed to a collective project that unites rather than divides.
6 – Learn from companies that perform better than yours
Your role as a human resources manager or as a founder is not only to find solutions through in-house resources.
As you already know, acting in this way limits your ability to solve the problems that arise every day.
Therefore, you need to step outside the walls of your company to research and find the most effective strategies for retaining employees.
For this reason, your position requires that you find and test winning solutions that have already been implemented by other companies.
Conclusion on how to keep employees from leaving your company
In short, retaining employees becomes possible by:
- field-testing the skills of your future employees
- listening to the needs the advice of your staff members
- eliminating stressful and unproductive organizational procedures and management strategies
- fostering employee autonomy and mutual trust
- improving managers’ productivity
- creating daily cohesion among team members
To learn more about how to build employee loyalty, and reduce absenteeism and staff turnover, contact us by using our contact form, or call us by phone or WhatsApp at +33 6 69 46 03 79 to book your first free consultation with a business coach.
Read this article in other languages
Français : Comment fidéliser ses salariés autrement que par l’argent en 6 étapes
Italiano: Come fidelizzare i collaboratori: 6 modi efficaci per motivarli