Under the leadership of founder and chairman Dr. Ehsanollah Bayat, Afghan Wireless has long made employee education and development a key part of its activities. Like many successful CEOs, Dr. Bayat knows that committing to employee development is one of the most effective ways for companies to boost their employee retention rates—and that in turn, higher employee retention means more stability, greater productivity, and a more effective use of company resources. Read on for seven important tips to help your company improve employee retention.
Clearly outline expectations.
Employee management experts agree that one of the most important elements of employee satisfaction (and consequently one of the biggest factors in employee retention) is a clear understanding of what is expected of employees at work. When an employer’s expectations of employees are not clearly defined or change frequently, this creates stress and anxiety for employees, as they have no way to be sure that they are doing their jobs successfully. Note that this does not mean that an employee’s responsibilities must always remain the same, but rather that expectations should be openly and directly communicated.
Pay attention to the quality of supervision.
The saying, “employees don’t quit jobs, they quit managers,” may be a cliché, but unfortunately, it’s very often true. Supervisors and managers have a critical role to play in employee retention, and it’s important that this is not overlooked. In particular, companies need to ensure that supervisors are being clear with employees about key issues like earning potential, performance feedback, and steps to success. They must also respect employees’ time, effort, and talents.
Give employees the freedom to speak their minds.
Employee retention rates are higher at companies that view employer-employee communication as a two-way street. Organizations that openly solicit ideas and create an environment in which employees feel comfortable providing (and not just receiving) feedback are not only more likely to retain employees by keeping them engaged—they are also tapping into a valuable source of ideas for continuous company improvement. Employees who don’t have this freedom and who believe they must stifle their feelings about the company are more likely to grow resentful and to become less successful at their work because they can’t communicate what’s not working for them. They’re also more likely to leave sooner, rather than later.
Make use of employee talents.
Employees love being able to make contributions to the company that go beyond their job description, so it’s important for companies to learn about the talents and abilities of their workers and allow them to show off what they’re made of. For example, if your company is launching a new marketing campaign, why not see if anyone on your staff has graphic design skills to contribute before turning to external consultants? Recognizing and using employee knowledge and skills is one of the biggest ways employers can show employees that they are valued.
Treat employees fairly and equally.
Employee retention at your company is likely to suffer if your employees perceive that they are not being treated fairly, or that other employees are given preferential treatment that they feel is unwarranted. Again, this is not to say that all employees should make the same salary or receive exactly the same benefits, but employers need to be aware of the rationale behind rewards and recognition. All employees should feel they have as much chance as their co-workers of being rewarded for successful work.
Focus on tools, time, and training.
If your company is seeking to boost employee retention, the first question to ask when an employee is struggling is not, “What is the problem with that employee?” but rather, “Is the work system creating problems for that employee?” More often than not, employees will improve if the company works to provide tools, time, and training for them. These essential elements enable an employee to do his or her job successfully. Employers who fail to provide these tools are not living up to their responsibilities, and should not be surprised when employees leave for other jobs with better support.
Make sure the person at the top appreciates those at the bottom.
A common complaint from junior employees is the feeling that senior managers don’t even know they exist. While it’s obviously unfeasible for a company president or CEO to have a personal acquaintance with every single employee, this complaint highlights the important need among employees to feel recognized and appreciated beyond just the people they work directly with. Help show employees that they are welcome and valued by having those in senior management take time regularly to meet new employees, talk with longer-term employees, and show recognition for the work that all employees do in helping the company move forward. Not only is this a useful way of improving employee retention, but it can also be a helpful strategy for senior managers to gather information about what they could be doing to make the company even better.