How can you identify and address employee retention issues early in your small business?

It’s real simple. Make time to listen and treat them like they are leaving. Find out what they want in life outside of work and help them get it. You don’t need consultants, surveys or a bunch of Industrial Org. Psychologists mumbo jumbo. Just listen, guide them to what they want and they will bend over backwards to help you get what you need. Every companies greatest asset is their people. Every companies greatest liability is poor leadership.

To help with retention, it is important to treat employees with respect. Additionally, make sure employees feel that they are a part of the business by listening to them and implementing relevant advice they give. If there are employees who are aligned with the vision, then allow them to take the lead sometimes. Rewarding employees is also a great way to help with retention Eventually some employees will have to leave but at least they'll tell others good things about the business.

The first thing you should do is find out WHY someone is leaving, or left. The, LISTEN to what they have to say, and if there is a recurring theme look in the mirror, then figure out how to change the way you act toward, or with, your employees. I left a job when I got hit with the final straw on my back - I was talked to because I opened the door 4 MINUTES EARLY for a regular customer who did not know we had special Day Before Thanksgiving Hours and she was on her way to work. The owners did not ask why I left, they did not seem to care. If you ask, the fact that you care enough to learn and grow says a lot about you. If you don't ask, it says a lot more.

Employee retention must not focus exclusively on the employee... other factors must be added to the evaluation: Spouse satisfaction and benefits that make an employee stay.

Retaining employees is simple when you build relationships. Understanding what motivates them and what holds them back in fear can help you assess what kind of work you can delegate to them. Working to people's strengths and creating safety and support with fear can help anyone thrive! We are humans not robots. Connection and safety without retaliation is an equation for success!

In my experience, surveys are a waste of time unless the company immediately takes the information, prioritizes it, puts timelines on it and communicates out to the company about the action. Speaking into the void creates disengagement and distrust. I also have found it to be helpful to have an outside party who is trusted come in and do strategic listening and roll up the findings and suggestions while holding all they were told in confidence. Again, the impetus is on leadership to act. Otherwise this entire exercise of polling will be more destructive and evidence of not feeling seen, heard or valued.

Many companies are not keen on doing these sorts of feedback loops because they don’t want to hear potentially negative reviews about their operations. That is shortsighted. The knowledge you gain from gathering this information is incredibly important and invaluable. It can assist in heading off problems before they are so big they cannot be resolved easily.

The biggest issue with employee surveys is that they data is gathered and no action is taken. Companies conduct these surveys every year and then the date goes to you he date graveyard. Companies must use the data to create better experiences for their employees.

DON'T survey your team if you do not have a plan in place to immediately take action on these results. I see this mistake being made time and time again by companies who gather the data and then do nothing. This is the most damaging thing that you can do to progress and feedback with employees because the next time you ask they believe their feedback does not matter and so the answers you receive begin to lose value. If you do surveys remember two things: 1. Keep them concise. What are 3 things you need answered in order to take the first action to move the needle. 2. Have a team ready to review those answers and take that action. It is that simple!

Employee performance is also measured by their contribution to the teams working on the same project. Their influence and perception from others.

The data tells us that employees, especially those from the Gen Z group, seek professional development and growth opportunities within their companies even more than pay increases. That is high demand! It is essential that you not only gather employee’s feedback but believe it. If an employee is willing to share their perspective you can trust that data as true. A boss is depleted by this feedback but a leader will embrace it and utilize it to enhance and extend services and benefits to employees.

Listening to employees is one thing, but making them feel heard is another. As a small business, one is put in a truly special situation, where management can take prompt action to their employee's concerns. Quick-fix problems are the perfect opportunities for small businesses to demonstrate that their employees are valued in the company and that their suggestions are taken seriously.

One thing I have found helpful is directly asking them what benefits are currently most important to them and what can you offer them to ensure the idea of a long-term commitment like employee equity or shared revenue options. Offering a sense of ownership paired with competitive compensation empowers team members to perform with an emphasis on growth and longevity.

When I am working with a company around the topic of benefits comes up I like to look at it through a creative lense. Benefits allow the employee to be more present at work. If they are worried about getting sick and missing work, that is where the sick pay benefit comes in. If they are worried about their physical health, we look at a fitness membership benefit. If they have young kids, is there a childcare benefit that we can add. While all of these benefits will not suit every single team member, when you approach benefits from this perspective then it is a collaborative path to supporting the humxn being that is able to bring their whole selves to work rather than the stress and worry that comes with health and family outside of work.

Always take the time to acknowledge and celebrate accomplishments and milestones as a team and individually. More importantly understand how each employee prefers to receive recognition as this is another key to reinforce positive motivation on a level that is unique to the individual making realistic goals and encouraging performance achievements.

As an employee, I love it when someone celebrates something I’ve done. As someone manages others, I like to celebrate my team’s accomplishments and individual accomplishments to keep people motivated. It costs nothing to say “Great job!”

Celebrating large and small wins adds to the psychological safety of our workforce. Our brains cannot allow us to celebrate if we feel we are under threat. Feeling safe enough to celebrate especially as part of a group or team allows our brain to wire together more safety associated with this situation. This is why I encourage both an individual and a group practice of consistent celebrations. Here are three easy ways to celebrate more consistently. 1. Open up a meeting with celebrations. 2. Create a channel in your communications platform specifically for celebrations. 3. Have the team leader randomly send emails or share publically with the team a celebration of another team member or testimonial from a client.

The EASIEST way to improve retention is NOT to hire in desperation! Retention Begins With Recruitment! You want to have your team in place BEFORE your post goes viral, you release a new product or you offer a big sale! This way you are thoughtfully building a team and not just hiring a warm body when you are stressed out! If you need help with this, check out my free training: The Legacy Business Blueprint Masterclass ??Sailynn... Your FUN Business Coach

If it's September! Invite all who have birthday in Sept to celebrate with a birthday cake and coffee/tea. Don't "talk to them". Have a "conversation with them" about work, themselves, life... And you'll get to know them and their concerns and worries. Then act upon that info. Do the same every month. Best - PA / Thinknician