Beyond Recruitment – Tips for Employee Retention

By The RIDGEPRO®

Here are five tips on how to retain talented employees.

Among the most costly things a company must do is hire and train new employees. It’s a drain, not only on the budget, but on the front line people who must participate in the onboarding and training of the new hires. When employees are brought onto the team to help handle growth, the costs seem reasonable. However, when new employees are frequently needed to replace those who left, it’s time to take a look at retention practices.

It's no longer enough to believe that simply paying a market level salary and benefits will help keep valuable team members in the company. While essential for sure, the money only goes so far in retaining the best talent. These days, it takes an effective retention plan that starts on the new hire’s first day. Here are five tips for retaining the talent you hire:

1. A new hire comes onboard and you immediately place them on a crew and send them up on a steep roof, right? Of course, you don’t. Making sure they’ve completed the required OSHA 10 or OSHA 30 courses is a good start, but they also need training on your company’s equipment and methods of working. This is the time to emphasize SAFETY in all aspects of any job. Make it clear that your company does not tolerate safety lapses or shortcuts.
2. After orientation, keep an eye open for budding leadership skills. A worker who watches out for others and is listened to by others on the team is a valuable asset. A leader-in-the-making isn’t afraid to point out a safety hazard on the jobsite. What’s your plan for advancing new leaders? One important aspect is to discuss promotion strategies and opportunities early in the new employee’s tenure so they know they have a promising future with the company.
3. Listen to your people. All of them, no matter their rank or status on the team have something to say that’s worth listening to. Feeling heard is one of the most important retention strategies for employees both new and seasoned. Is there a formal process for suggestions? If not, start one. It can be as simple as a suggestion box or email. Make sure submissions are regularly read and responded to.
4. Meaningful and effective recognition for a job well done is an extremely important aspect of retention. Everyone likes swag, that is, the branded ball cap or shirt. But recognition must go beyond a coffee mug to have a lasting impact. The way in which people are recognized for an extra effort or time saving suggestion is crucial. Remember to recognize milestones as well. Work anniversaries such as one year, five years, or greater need to be acknowledged.
5. One of the hottest topics in human resources these days is work/life balance. Yes, employers have the right to expect a full day’s work for a full day’s pay. That is not incompatible with ackknowledging that workers have a life outside of the job; a life that sometimes has bumps in the road. Do you allow flexibility for a worker who needs to take time off for a child’s doctor appointment? Do you insist that workers take accrued vacation time? 

Retaining valuable workers can give your company the edge you need in the marketplace. Your competitors are watching and word gets around if your employees are not sticking with the company. It just makes sense to put systems in place to keep your workers happy and ready to grow with your company.