You’re struggling with employee retention. What are the most effective HR consulting tools to help you?

One of the most important ways to influence retention is by truly tuning into your team and being open to the truth - often times teams do all the right things, like engagement surveys, but they wash over the results and do not make real change. Understanding what your employee experience is through engagement surveys is not enough, you must connect one-on-one and dive deeper into understanding what the daily experiences of your team are. A great way to do this is to hire an HR consultant. Teams often will not open up to leadership, especially if they are the problem, however, a third party can get better insights and bring neutrality to the process. Only once you gather this data can you plan initiatives or investments.

A simple way to improve employee retention is by introducing benefit schemes into the workforce. One benefit could be an electric vehicle salary sacrifice scheme. Here are three ways this could improve employee retention and the best part is they are cost positive to the business. 1. Stand out from the crowd. Attract eco-conscious candidates with a forward thinking benefit that speaks to their values. 2. Invest in your future. Top talent seeks employers who prioritize sustainability and employee well-being. An EV salary sacrifice scheme demonstrates both. 3. Boost recruitment and retention. Show potential and current employees you care about their financial health and the environment.

One time at work, my supervisor asked me, “Why are you still here?” I was surprised, but because we had a good relationship and their tone was sincere, I responded in kind. I thought for a moment and then shared what motivated me to continue to be a team member. Then, they asked, “If you were to leave, what would be the reason?” I answered that too. It wasn’t until years later that I realized by supervisor was conducting an informal “stay interview.” I have found these so helpful as a leader and consultant, that I almost always recommend them to the managers I’m working with. Trust matters. The key is to act on the information you receive and take it to heart. Surveys are meaningless and can even be harmful if nothing happens with the data.

Iniciar uma pesquisa de satisfa??o de funcionários com qualidade é o ponto inicial crucial, O NPS (Net Promoter Score) destaca-se como uma abordagem eficaz, acessível e amplamente adotada pelo mercado, proporcionando informa??es valiosas sobre os colaboradores, sendo que a condu??o da pesquisa pode ser realizada tanto por meio de e-mail quanto através do formulário disponível no Google e a empresa pode fazer questionamentos sobre o engajamento, gest?o da lideran?a, comunica??o, clima organizacional, motiva??es dentre outros, pois cada empresa tem suas particularidades e adotar as melhores táticas para evitar o impacto negativo e alavancar seus crescimento junto com os colaboradores que s?o reflexo da organiza??o.

The recommended approach is to develop a detailed understanding of what motivates and engages your teams. A Pulse Survey that assesses various areas of engagement across the business will reveal the factors positively and negatively impacting engagement and therefore retention. The areas recommended to explore include Culture, Environment, Learning & Development, Benefits and Reumeration. Tailored questions in each category deisgned to reveal what is effective and equally important, what is not, will determine the most important areas of focus to drive greater levels of engagement and positively impact retention. Be open in communication, action oriented and diligent in your follow through with committed deadlines.

Los modelos de retencion de talento incluyen: Proporcionar oportunidades de capacitación y desarrollo a los empleados Fomentar un entorno de trabajo positivo, inclusivo y que valore la diversidad Ofrecer salarios y beneficios competitivos Permitir opciones flexibles de trabajo, como horarios flexibles o trabajo remoto Programas de reconocimiento y recompensas que motivan a los empleados y refuerzan su compromiso. Identificar y desarrollar líderes internos. Proporcionar oportunidades para el crecimiento profesional dentro de la organización Promover Programas de bienestar y políticas que respalden el equilibrio trabajo-vida Proporcionar evaluaciones de desempe?o regulares y retroalimentación constructiva..

Para reter colaboradores, a organiza??o precisa primeiro entender e compreender seu perfil para ent?o coloca-lo em prática: 1. Semeie a cultura da organiza??o 2. Comunica??o objetiva e clara 3.Promover qualidade de vida, saúde e bem estar 4.Estimule e invista treinamentos 5. Plano de Carreira e valoriza??o dos colaboradores com salários digno, realize premia??es de reconhecimento, lembre nem sempre salário alto retem funcionários, ent?o n?o esque?a de promover junto benefícios. 6. Transparência- informa??es reais, planejamento estratégico e metas claras isso é dar seguran?a.

Building a strong and lasting team involves using HR tools with a human touch. Consider tools like Culture Amp for employee surveys, Workday for performance management, and Bonusly for recognition. Use communication platforms like Slack to foster collaboration and transparency. Offer learning opportunities through LinkedIn Learning. Conduct meaningful exit interviews with tools like Workday. Develop leadership through programs like DDI. Remember, while tools are essential, a people-centric approach, open communication, and a positive culture are equally crucial for retaining valuable employees.

In the last few years, I've seen a correlation between business success and employee retention. But the first challenge is to define WHO we want to retain. The next one is HOW to retain them. I've been working with many companies in having a portfolio offering, where there is a basic retention on their on-going Total Compensation Strategy, either through base salary, annual bonus or long-term incentives (LTIs), and then an increased layer of retention for a selective group based on an additional LTI program or a retention plan. Many companies also utilize retention plan is special situations, such as: M&A, IPO, new companies entering their market, critical projects under development, ...

Ter um programa estrutura de reten??o de talentos de alto potencial. Nesse programa deve conter a promo??o de um clima e cultura organizacional saudável, programas de desenvolvimento, benefícios e remunera??o adequados e competitivos, programas de avalia??o e feedbacks contínuos.

Managers have a fundamental role in creating engagement and, therefore, retention. If managers are behaving in a way that is leading to disengagement, no end of retention programs will improve engagement or retention. Where managers are valuing people, supporting them, involving them and developing them, employees are more likely to feel engaged ini their work and feel they have a part to play in the company.

In the work place, a sense of belonging creates community, encourages better collaboration, drives employee retention, and boosts productivity. On top of our engagement programs, leaders should dedicate efforts to create environments where people feel accepted and valued what leads to highly engaged and motivated employees. Build "belonging" actions to develop connection, contribution and comfort. Psychological safety, employee centricity and leadership accountability are critical to develop a place where everybody belongs and want to stay!

Employee engagement is critical in the post-Covid era of an emerging new normal. Engaged workers are productive and stay with employers - thus decreasing a hamster wheel of recruitment. I've found that the best way to engage workers is to simply ask and listen to how they really feel about their job and your company, what they'd do differently, and what they know that senior leaders (probably) don't. Rather than a survey with set answers or open-ended questions, I use qualitative research methods that rigorously analyze in-depth employee interviews. The result is uncovering the real challenges to engagement AND potential solutions. Asking and listening without judgment leads to engagement programs that they'll want, use, and appreciate.

One of the most effective retention initiatives is to listen to the individual needs of your employees. Managers need to be equipped to have these kinds of conversations with their team members and show active interest in them. For some employees it might be very important they get the flexible work time they need to be able to pick up their kids after school, for others it might be important to keep developing their skills by switching roles regularly, and others might love being able to earn an extra bonus for extra work. This does not mean that you need to start offering all these types of benefits, but it is important to understand their needs as a start and then leverage what your company has to offer.

Für Mitarbeiter:innen steht oft besonders eins im Fokus: Weiterentwicklung. (Fast) jede:r m?chte nach einer bestimmten Zeit den n?chsten Schritt wagen: Sei es durch mehr Verantwortung, einen neuen T?tigkeitsbereich oder die Aufnahme einer Führungsfunktion. Um Mitarbeiter:innen langfristig zu halten und an das eigene Unternehmen zu binden ist es daher von gro?er Bedeutung Ziele & Perspektiven aufzuzeigen. Neben dem Aufzeigen verschiedener "next steps" ist vor allem auch der Weg dorthin zu begleiten. Welche St?rken bringt der/ die Mitarbeiter:in bereits mit, die wir ausbauen k?nnen und, welche Entwicklungsfelder k?nnen gemeinsam angegangen werden? Dafür ist regelm??iger Austausch + Feedback elementar??

When it comes to retaining employees through meaningful exit interviews, consider tools like Workday, Qualtrics, and SurveyMonkey for gathering insights. Platforms such as BambooHR, Emplify, and Reflektive offer features to streamline the process. Ultimately, the key is not just the tool but creating a supportive environment where departing employees feel heard and valued. Combine technology with a human touch to understand and address the factors influencing retention.

Adding to the conversation, employee exit interviews are not just about understanding turnover but can be a goldmine for organisational growth. Beyond identifying retention issues, these interviews provide valuable insights for innovation and improvement. Departing employees often share perspectives that highlight areas for positive change, be it in processes, policies, or workplace culture. It's a two-way learning opportunity that contributes to the organisation's evolution. How have you utilised exit interviews to drive positive change and innovation?

Entrevista de desligamento é essencial para organiza??es, mais fundamental saber se o colaborador deseja realizar essa entrevista, pois é situa??o que n?o pode ser imposta, para o colaborador(a), ele precisa sentir-se a vontade, e o RH precisa neste momento ter uma escuta empática para saber os motivos, o que ajudará ter a percep??o e auxilio para a??es futuras, onde possam mitigar novos pedidos demiss?o, turnover, e até mesmo manter um rela??o saudável com ex- colaboradores, sugiro uma pesquisa on-line para ter indicadores e tomada decis?es mais eficazes.

This is almost always the case of poor leadership/managers. If you're having trouble with employee retention, dig deep into individual teams where this could be happening. Compared to exit interviews, stay interviews has also proven to be an effective tool.

Exit interviews are crucial for analysis of the reasons people leave. They have already decided to go and feel much more at ease to share those reasons. For each organisation it is a great material to understand the main reasons and put in place mechanisms to reduce those factors.

In my view, this is probably one of the greatest opportunities for HR: using data and analytics to improve retention. Based on predictive analysis, it's possible to identify the key causes of employee resignation.

HR analytics can help with early warning frame to detect signs of potential turnover among employees. Based on my experience, monitoring key indicators and triggers associated with turnover and potential risk of employee leaving based on various indicators, such as engagement levels, job satisfaction, career aspirations and can really intervene early and proactively address issues before they escalate. For example, HR analytics helps measure and analyze employee engagement to identify areas of concern and take corrective actions to improve engagement and retention. This includes assessing factors such as workload, recognition, career development opportunities, work-life balance, collaboration between teams and alignment with company values.

By analyzing data related to factors such as demographics, performance, engagement, and turnover, HR departments can identify trends and predictors of turnover. Predictive analytics enables proactive intervention to address retention risks, while ongoing monitoring allows for the evaluation of retention strategies' effectiveness. Ultimately, HR analytics empowers organizations to make informed decisions and optimize their talent management practices, leading to a more engaged and loyal workforce and better business outcomes.

The best recipe for improved retention is nothing more complex than a happy workplace, good culture, and supportive management. Once you have the above in place, then other improvements (such as compensation and benefits) will land far better with the workforce to enhance retention further still.

In my opinion, each organization is unique, so it's important to tailor your retention strategies to align with your company culture and employees' needs. To improve employee retention, consider the following strategies: 1. Competitive compensation and benefits. 2. Professional development and growth opportunities. 3. Work-life balance initiatives. 4. Recognition and rewards programs. 5. Open and transparent communication. 6. Employee engagement initiatives. 7. Leadership development programs. 8. Employee wellness programs. 9. Conducting exit interviews and gathering feedback. 10. Regularly conducting employee surveys. Regularly evaluate and adapt your retention efforts to ensure their effectiveness.

I strongly believe the workplace culture that we experience every day goes a long way in retaining employees. If we ensure that every day is interesting and fun filled that is the recipe to engaged employees. From time to time adding some element of fun, play and celebration is necessary to enjoy what we do!

Realizar um excelente diagnóstico organizacional através de uma pesquisa de clima e engajamento. Posteriormente criar e executar um plano de a??o que fortalecer os pontos de baixa favorabilidade, contribuindo para uma clima e uma cultura organizacional saudável, diversa, inspiradora, com propósito claro e emocionalmente segura.

Beyond tools and programs, fostering a culture of open communication and trust is crucial for retention. Encourage managers to have regular, meaningful conversations with their teams about career aspirations, job satisfaction, and potential concerns. Also, consider the power of personalized retention strategies. Understand that different employees have different needs and motivators. Tailoring retention efforts to individual preferences can be more effective than one-size-fits-all solutions. Lastly, remember that retention starts from day one. Onboarding processes should make new hires feel welcomed and integrated into the company culture, setting the stage for long-term engagement and loyalty.