How can senior stakeholders improve employee retention?

The feedback should be constructive, specific, actionable, and focused on both strengths and areas for improvement. Regular communication about performance, goals, and development helps create a positive and growth-oriented work environment. When providing feedback do consider the following points: 1. Timely, there is always a timeline in which if things are done they are impactful. 2. Be constructive nor destructive while giving feedback, focus on specifics, clearly communicate areas of improvement, speak about growth opportunities, and show how individual performance affects the big picture. 3. Use a growth mindset, Encourage the employee to view challenges as opportunities for improvement. Follow-up is the key!

Meaningful feedback and genuine recognition are pivotal for employee retention. Senior stakeholders can significantly impact this by conducting regular, timely performance reviews, recognizing and rewarding achievements, and encouraging employee feedback and suggestions. The People Experience perspective emphasizes the value of two-way feedback—both giving and soliciting insights from employees. This approach not only helps employees feel valued and understood but also guides leadership to adapt and improve their management style. By ensuring employees feel heard and appreciated, we cultivate an environment where they are motivated to stay and grow with the organization.

It's nice when managers recognize employees directly. They can do it in whatever way they prefer: a post in the internal social media network, a comment to the existing post, a speech during all-hands, or maybe even a comment on the employee's personal social media.

In most employee engagement surveys, Career development is the number 1 priority for employees, particularly those in the early stages of their careers, yet is often overlooked by managers who are solely focused on performance. Managers need to start conversations early about career mobility including opportunities for lateral moves, rotations, and international assignments. It is these opportunities that will ensure motivated employees stay and conitnue to deliver increasing value to the organisation.

Senior stakeholders should provide clear, realistic career paths and progression opportunities. Embracing the People Experience approach, it's vital to encourage employees to pursue both professional and personal goals, backed by coaching, mentoring, and sponsorship. Offering access to various training and development resources is great, but in the startup space in particular encouraging participation in stretch assignments, cross-functional projects, and leadership roles, are the kind of experiential learning opportunities that truly equips employees with new skills and challenges. This aids in their career growth, keeps them engaged and invested in the organization and also contributes concrete value to the company.

The People Experience approach champions open, honest communication, sharing both successes and setbacks. It's about respecting and empathizing with employees, actively listening to their concerns. Involving employees in decision-making and problem-solving by communicating collaboratively and inclusively not only retains talent but also cultivates a loyal, engaged, and productive workforce. This approach ultimately leads to lower recruitment costs, higher customer satisfaction, and greater innovation. As leaders, our communication style can profoundly impact our employees' professional lives and the overall health of the organization. That's the point here–this kind of environment delivers clear value to the company as well as the employee.

Foster an environment where employees feel comfortable expressing their ideas, concerns, and opinions. The management should clearly communicate the decision-making process and criteria for any major decision e.g. increments, promotion, and growth. Keep in mind: 1. Encourage Open Dialogue 2. Use Multiple Communication Channels 3. Establish Regular Meetings 4. Use Technology Wisely 5. Address Issues Promptly Thanks

One thing I find helpful is to ensure that the work load distribution within the team is fair and well balanced. There seems to be a trend that high performers end up with more work and feel disgruntled when poor performing team members are contributing less.

Senior leadership's most crucial role in boosting retention is providing unmistakable clarity. This includes crystal-clear communication of expectations, strategic direction, and decision-making frameworks. Clarity isn't just beneficial; its absence is profoundly detrimental–the foundation upon which everything else is built. Managers and ICs derive their sense of purpose and direction from this clarity. Building upon this, when senior stakeholders engage in meaningful dialogue, ensuring employees feel heard and valued, the impact is transformative. This blend of unambiguous strategic guidance and empathetic two-way communication not only enhances retention but also cultivates a culture of trust and alignment with the company's vision.

One of the most successful ways I have experienced and adopted esp. when I join a new Orgn. is to start fresh and at the level of my existing team. With no expectations or the urge to improve the intent being to fully absorb and understand the WHY's of the existing state and in this partnership gain their trust. TRUST and TEAM are 2 demonstrators that need to be walked much before leaders place their intent on the table!

Get to know employees’ personal circumstances, goals, aspirations and look for opportunities in the company to connect the employees to get support and guidance for them to achieve. Communicate, communicate and communicate at both professional and personal levels.

Senior stakeholders can enhance employee retention through strategic initiatives that prioritise employee well-being and professional growth. Foster a positive work culture by promoting open communication, recognising achievements, and valuing diversity. Implement flexible work arrangements to support work-life balance, and invest in training and development programs. Provide clear career paths and mentorship opportunities, showing a commitment to employees' long-term success. Regularly solicit feedback and address concerns promptly, demonstrating a genuine interest in the team's satisfaction. Competitive compensation and benefits, coupled with a focus on mental health support, contribute to a holistic approach to employee retention.

Retention should be done based on work merit and organization fit. Once a senior manager resigned from a company I worked with over an email, so the management knew he was frustrated and had points he wanted to discuss but was not given time to discuss, after trying for some months resigned. Rather than calling him and asking one of the senior managers accepted the resignation without involving HR or any other senior partner. A wrong president was set plus once the Chair of the board found out he retained the disgruntled employee, All this is an HR nightmare. Solution: Empower HR Have set policies and procedures and implement them. Focus on a futuristic approach to problems. Communication is the key!