Better opportunities, higher pay, lack of benefits, lack of incentives, mundane workplace, etc, these are the reasons most often cited by employees of all ranks as to why they resign from their jobs. If you happen to be in a managerial role, you may have had your fair share of such resignation letters. This may even have frustrated you, knowing that you have just lost another employee. This becomes even more frustrating if you lost a high quality and top performing employee.
Regardless of whether you lost the employee to another rival company or not, chances are, losing an employee is not a good thing. With the turnover rates as it is right now, all organizations just cannot afford to lose any employee, regardless of position.
As an employer, manager or whatever managerial role you are in, it is important that you know that employee retention is not always about greener pasture. Negativity surrounding the workplace and environment are often one of the main reasons why employees quit. Poor leadership in your part, the culture of the workplace or rather, the lack thereof, often make employees resign just a few months or years into their jobs.
Understanding these underlying reasons may very well make the difference between looking for a replacement and retaining a top-performing employee.
What Can an Employer/Manager Do?
Because of your managerial role, you have the daunting task of making sure that employees know what they are dealing with. Engaging employees in frequent discussions about their performance, what you expect from them, teamwork, leadership styles, what they think about the company and what they think of you as a manager, make employees feel that they are a part of something.
It is important that employees know how well the company is doing as a whole, so that they feel empowered to do something about it. Yes, one bottom-level employee may not affect the organization much, but a bunch of bottom-level employees can.
Employees that know their roles, that are motivated and that are productive will likely affect the organization as a whole. Their work ethic will work like a contagious disease that affects all levels of management, making the culture of the workplace better and in turn, making the whole organization better as well.
Giving Benefits to Employees
A motivated and productive employee is one thing, but a motivated, productive and loyal employee is another. In order to retain employees, management needs to orient them of what benefits they get from being part of the organization. Giving them compensation packages, work-life benefits and implementation of wellness programs not only make employees feel empowered and that they are part of something, but also make them feel that the management actually cares for them.
Employees need to know that they are needed and important. Psychologically, if a person feels empowered to do something, they will most likely, do it in a more productive manner.
As such, taking care of employees, motivating and retaining them mean that have to make sure to cater to their needs. However, it is important that in your managerial role, you think of short-term and long-term implications of everything that you do, as it will affect the organization, for better and for worse.
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