5 Tips to Improve Employee Retention

Five Tips on Improving Employee Retention in the Post-Pandemic Era

Attracting and hiring qualified candidates has been the top priority for most communication leaders in the past two years due to the pandemic, talent shortage, and Big Quit. Employee retention typically comes later, and recruiters often focus on these strategies after completing the selection process.

But what if these two could unfold simultaneously? – Yes. You can recruit job applicants with talent retention in mind.?

These two are inherently correlated, making it crucial to conduct a meticulous hiring process and implement well-thought-out steps. For instance, a stellar onboarding can increase employee retention by?82 percent.

Concerning that?23 percent?of US workers plan to quit their jobs in the following months, you should prevent turnover from the beginning. That way, you’ll develop a lasting connection and show candidates they can trust you.

Here’s how to improve your recruitment efforts and boost retention in the process.

Top 5 Tips on Increasing Employee Retention

1. Treat Everyone Respectfully and Equally

Nineteen percent?of workers quit their jobs in 2021 due to how their employers treated them during the pandemic. Regardless of how stressed you feel, your candidates and employees should never notice it.?

Avoid perceiving your hires as subjects who get the work done. Instead, treat them as equals from day one.?

Be responsive throughout the selection process, keep job applicants updated, and provide an all-encompassing onboarding. Ensure that employees understand their responsibilities, rights, and opportunities.?

Moreover, show that you care about your workers and how the pandemic affects them by reaching out and asking them if they’re okay. If you notice someone struggling, talk about what you can do to help and offer your support.?

2. Provide Fair and Competitive Salaries

The Great Resignation is?rampant among low-wage workers?because the increasing number of job openings enables them to move up and improve their lives. That and lack of benefits were among?the top three reasons?people resigned last year.?

Employees are burned out and tired of jobs that offer?no career growth prospects?nor make it easy to?keep up with surging prices. Offer fair and attractive compensation, and highlight learning and development opportunities.?

Provide regular bonuses, promotions, and other forms of employee recognition. Never fail to acknowledge someone’s hard work and ideas.?

3. Promote Work-Life Balance

Most employees?worked longer hours?during the pandemic and had to handle an increased workload. Remote work didn’t make it any easier concerning that?45 percent?of teleworkers say they work more than before, and?75 percent works?on weekends.?

Because of that, the line between work time and leisure time is becoming increasingly blurry. It’s no surprise that?13 percent?of employees quit their jobs due to the lack of work-life balance.?

Offer flexible schedules and implement the hybrid work model to accommodate different needs and preferences. Also, avoid contacting your employees on their free days and ensure everyone gets a moderate number of assignments.

4. Audit Exit Patterns in Your Company

These are unordinary times, and old approaches no longer work. Instead of doing what you did before the pandemic to understand your turnover prevention (e.g., surveys and compensation reviews), pinpoint the attrition source first.?

That includes identifying where it takes place and if some teams and departments have a higher turnover rate than others. Analyze exit patterns to understand what employees are leaving and how that affects the business.?

You’ll discover what problems might be causing this outcome and whether some managers need more help with retention efforts. Thanks to that, you’ll have the necessary insights to implement targeted actions and avoid generic solutions.?

5. Set Realistic Job Previews?

Clarify company expectations in the early recruitment stages. Be transparent about the job description and present the job role in detail.?

Answer the fundamental questions to avoid doubts and misconceptions. Candidates should know their future responsibilities and opportunities for advancement.

Otherwise, you might hire someone who isn’t a suitable company culture fit. That could result in a turnover or low performance.?

Ensure that reality aligns with expectations by organizing office tours, virtual job simulations, or engaging learning activities. However, you can also ask your exemplary managers to meet with top candidates and discuss the job role.

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Employee turnover is rarely something an employer couldn’t predict and prevent. It’s all about noticing the subtle cues, providing support, and being proactive.?

Avoid waiting for a problem to appear. Instead, foster a fair workplace, attractive salaries, and work-life balance initiatives.

Treat every employee and job applicant equally and start building lasting connections early in the recruitment process. As a result, you’ll give people reasons to feel comfortable in your company and create a welcoming environment that encourages them to stay.?

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