What's your approach to retaining employees?

Qué cansinos con retener el talento. En mi primer lugar no hay talento, hay personas talentosas, con ganas, con pasión Y no queremos retenerlas, ni atarlas, sino que se quieran quedar sin cadenas y con la puerta abierta de par en par Y si empezamos a trabajar para enamorar a las personas y que nos elijan? El compromiso es el resultado de la felicidad

My approach to retaining employees focuses on fostering a supportive work culture, providing opportunities for growth and development, offering competitive compensation and benefits, and actively listening to and addressing employee concerns to ensure a fulfilling work experience. I implement personalized development plans, promote work-life balance initiatives, facilitate open communication channels, recognize and reward achievements, conduct regular feedback sessions, and continuously evaluate and adjust our retention strategies to meet the evolving needs of our workforce.

You must implement the following in your company: Competitive Pay and Benefits Opportunities for Growth Positive Work Environment Flexibility Work-Life Balance Employee Feedback Recognition and Rewards Sense of Purpose If you have most of these in place, work will become home to your employers.

The most important aspect is spending regular quality time checking in with your employees and having meaningful, honest conversations around their career goals & ambitions. Your employee should clearly be in the lead in driving their own growth, you as their manager should have a deep understanding of where they stand, supporting them in their development as well as challenging their assumptions and concerns to enable them to overcome their limits. Assume they can, and they probably will.

There is a saying that goes, "People don't leave companies; they leave bad managers." To retain your employees, you must provide them with at least three benefits: leadership, rewards, and a growing path. I believe leadership is the most critical aspect. You can't be a good leader if you don't know your people. You will never know your people if they don't trust you, and they will never trust you if you don't invest time in meeting and talking to them.

Offering competitive rewards is an important aspect of employee retention. Ensure that your compensation and benefits packages are competitive within your industry and align with the value and contributions of your employees. Consider implementing incentive programs, bonuses, and other rewards to recognize and reward top performers. Providing financial stability and opportunities for advancement can help motivate employees to stay with your organization long term.

An example also the employee of the month and employee of the year rewards Sport activities to be implemented Top performing rewards

Make sure employees receive fair pay that matches industry norms. Provide competitive salaries, bonuses, and benefits to attract and keep skilled employees. Establish recognition initiatives to appreciate employees' efforts and accomplishments. Consistently commemorate milestones and victories to uplift morale and inspire motivation.

To offer competitive rewards, consider benefits such as: 1. Competitive salary packages. 2. Performance bonuses. 3. Health and wellness benefits. 4. Flexible work arrangements. 5. Professional development opportunities. 6. Employee recognition programs. 7. Stock options or profit-sharing plans. 8. Generous vacation and leave policies. 9. Employee assistance programs. 10. Company-sponsored social events and team-building activities.

Keeping employees happy and engaged is vital for any successful business. Here's a practical approach to making sure your team sticks around -Fair Pay and Perks -Positive Atmosphere -Invest in Growth -Balance Matters -Acknowledge and Reward By focusing on these areas, you can create a workplace where employees feel appreciated, motivated, and eager to contribute to the company's success.

Proper onboarding in company’s standards, training tailored per colleague needs, freedom to express themselves, immediate and constructive feedback and early collaboration with others contributes towards the success of their culture in a workplace environment.

Creating a positive culture is essential for retaining employees and fostering a sense of belonging and commitment. Cultivate a work environment that values diversity, inclusivity, and collaboration. Promote transparency, trust, and open communication at all levels of the organization. Encourage teamwork, recognition, and celebration of achievements to reinforce a culture of appreciation and support. By prioritizing employee well-being and morale, you can create a workplace where employees feel valued, respected, and motivated to stay.

Make the workplace positive and welcoming - Create a welcoming and inclusive workplace atmosphere where employees feel appreciated, valued, and encouraged. Promote transparent communication, teamwork, and collaboration among colleagues.

Dentro de cualquier organización cada empleado debe saber con claridad las actividades que corresponden con su puesto. Con esta premisa podemos plantear que es innecesario que exista la figura del "supervisor de personal" que trata como peones a los trabajadores. Un empleado bien capacitado puede realizar su trabajo correctamente sin estar bajo supervisión. El supervisor puede encargarse de vigilar el proceso y así se puede disminuir ese conflicto entre empleado y figuras de mando.

Creating a positive culture is paramount for overall business benefits, not only employees’ retention. Healthy working environment leads to a greater productivity. A positive work culture is one that prioritises the well-being of employees, offers support at all levels within the organisation, and has policies in place that encourage respect, trust, empathy, and support.

An organization may only have limited slot for upward movement. When someone else gets promoted and compensation elsewhere cannot satisfy growth, what remains are purpose and personal growth. There is no better reward in work than seeing our contributions positively impact our stakeholders. This way, an employee can focus on what they can control (self value) rather than counting on others to value him. Sharpening skills can also enhance work value, while a positive culture can play as enabler to both.

Providing meaningful work is key to retaining employees who are engaged and fulfilled in their roles. Align job responsibilities and projects with employees' skills, interests, and career goals. Offer opportunities for autonomy, creativity, and professional growth to empower employees to make a meaningful impact and contribute to the success of the organization. By offering challenging and rewarding work experiences, you can increase employee satisfaction and loyalty.

Offer engaging and purposeful tasks or projects that align with employees' skills, interests, and values, fostering a sense of fulfillment and motivation in their work.

Offrez des opportunités professionnelles qui permettent à vos employés de se sentir valorisés et investis dans leur travail. Assurez-vous que leurs taches et responsabilités sont alignées sur leurs intérêts et leurs compétences, et qu'elles contribuent à la réalisation des objectifs de l'entreprise.

In many organizations, there's often a crucial oversight: the mismatch between individuals and their roles. This disconnect significantly impacts employee engagement, leading to decreased satisfaction and motivation. When employees feel disconnected from their positions, they lack fulfillment and purpose, resulting in disengagement and increased turnover. Thus, aligning employees' skills and interests with their roles is vital. By doing so, organizations foster a more engaged workforce, where employees find joy and fulfillment, leading to improved retention and organizational success.

1. Encourage career advancement and professional growth by offering training programs, mentorship opportunities, and clear pathways for progression within the organization. 2. Encourage a healthy balance between work and personal life by providing flexible work arrangements, including options for remote work, adaptable schedules, and generous vacation and leave policies.

Numerous research show that employees are loyal to those companies which support their professional development. Offering your team members regular opportunities to improve their skills and advance their own personal growth can help them feel supported and engaged while boosting the reputation of the company you work for. By establishing achievable goals and targets, managers give employees a sense of purpose and direction, motivating them to excel in their tasks.

Good and progressive employees inevitably seek growth and learning. They are always looking for something which upgrades them. For such staff, the development plan is imperative where they quench their requirements and once the programs are customized in line with merge personal and professional goals, the job is done. Best talents are retained for the long run and productivity is assured to soar high.

Definitivamente, el desarrollo de las personas dentro de una organización es de gran importancia para ambas partes por un lado la empresa obtiene gente mejor preparada y los empleados ganar valor curricular.

An organization that offers development and growth opportunities, definitely ensures more stability and less turnover. Development could be in the forms of: - Tasks and responsibilities variety, where employees get the chance to experience different challenges within their positions. - Delegation, where employees get the chance to experience some of their superiors responsibilities. - Autonomy, where they get the chance to utilize their knowledge and skills to solve a particular task their own way. - Networking and connections, where they get to form meaningful connections and network which is a result of hiring the market top talents. - Up skilling and Cross skilling, where they get to upgrade their skills and acquire new skills.

Employee retention should be an objective as soon as you hire. I believe a different approach can be used depending on each employee. Some might be seeking financial rewards, others might look for improvement and inclusion. The highest form of inclusion is to give your employees the power to be decision makers and back them up whenever possible. This builds trust and instills a sense of belonging in the employees.

To retain employees, you have to listen to them. Use an annual employee engagement survey. If not, enter the Best Places to Work survey. If not, host feedback sessions on employee engagement. Regardless of your tactic, employees will tell you what makes them feel committed, involved, and enthusiastic.

1. Foster a sense of ownership and autonomy by involving employees in decision-making processes and soliciting their input on key initiatives. 2. Create channels for feedback and encourage employees to share their ideas, concerns, and suggestions for improvement. 3. Recognise and celebrate achievements, milestones, and contributions, both individually and collectively.

Keep communication lines open Maintaining an open-door policy lets employees know they can come to managers with ideas, questions and concerns at any time. As a manager, it's your job to ensure your team—whether on-site or remote—feels a connection to the company and each other. That feeling of belonging and being heard can go a long way toward retaining employees.

Alguien que realmente sabe de recursos humanos no habla de "retener" #talento, sino de fidelizarlo. Se puede intentar "retener" desde el plano legal (vía cláusula de no competencia y/o pacto de permanencia). Fidelizar es una cosa diferente que "juega" en la esfera de la dirección estratégica de personas. Se consigue fidelizar a un empleado cuando éste hace suyos los valores, misión y visión de la empresa. La fidelización es una estrategia de largo recorrido en la que juegan múltiples factores: retribución dineraria y emocional, clima laboral, plan de desarrollo de carrera, sentirse valorado...

Make them better than you. Literally, treat each individual as if they could replace you one day - perhaps they will. And then you want to leave the company in good hands. All the rest - building relations, compensation, inclusion, training and development - those should be common sense in 2024, provided that the people leadership mindset is in place.

Providing work that's in the responsibilities of the employee . Compensating them at par to the work they do. Validating them time to time - by gestures/ announcements or vouchers. Giving perks and time off to employees when they demand it ( reasonable issues) Taking the employees for bonding sessions.

Here are some additional points to consider: 1. Promote work-life balance: Support employees in achieving a healthy balance between their professional and personal lives by offering flexible schedules, remote work options, and time-off benefits. 2. Address burnout and stress: Take proactive measures to prevent burnout by monitoring workloads, providing resources for stress management, and promoting a culture of self-care and well-being. 3. Conduct exit interviews: Gather feedback from departing employees to gain insights into areas for improvement and identify potential retention issues within the organisation.

And what about the purpose? Everyone prefers to work in a company with a good mission, in which in some way, collaborate with the development of society and with a coherent corporate social responsibility policy beyond doing green washing.