There is not a single HR exec on earth that doesn’t want to increase employee retention. Unfortunately, most industries aren’t exactly encouraging longevity. From interns up to executives, turnover rates have been a common top-of-mind discussion.
Turnover trends are many compelling leaders and hiring managers to up the ante when it comes to implementing employee retention strategies. It’s common sense. The only way to avoid the high cost of turnover is to improve employee loyalty.
There are several strategies facility administrators can implement to combat this worrisome trend. However, it comes with realizing why employees are leaving in the first place.
The Workload
Long hours result in mistakes and working in a facility can be both physically and emotionally taxing. Appropriately managing the staff’s schedule is key.
Lack of Growth
Entry-level employees can struggle to break into senior ranks, particularly when no training programs are offered. Lack of staff development programs can be detrimental to the staff’s overall success.
If the majority of the facility’s jobs are dead-end; there’s a clear reason why people are leaving. Hiring should be strategic, and administrators should always pursue individuals that have a passion for the industry. More importantly, they should have a plan to move talent up the ladder.
No “Thank You”
As simple as it is, long-term employees are oven overdue for a thank you. Don’t underestimate the power of something as simple as thanking employees for their hard work. It’s as easy as a quick email or a short conversation expressing your gratitude for their hard work. You would be amazed by how much morale is boosted by showing appreciation towards the staff.
So, what now?
The first actionable step you can take is to gather employee feedback. Employee loyalty is typically the result of a well-maintained positive feedback loop. Always offering an ear and making changes based on the information provided. Scheduling daily or monthly check-ins allows employees to feel like something more than a cog in a machine.
Additionally, studies show that when given recognition and appreciation, workers are more likely to stick around and perform. Added benefits can be effective motivators. Other than the year-end bonus, you might offer a variety of incentives like vacation days, flexible workspaces, and even stock options.
Flexibility, engagement, a growth trajectory and recognition are the name of the game. Reducing high turnover is not as cut-and-dry as increasing salary. Employees want to be valued. Once you establish why your facility’s turnover rates are so high, that’s when you can begin to develop your employee retention strategy for the long haul.