Hiring the best workers is not enough, It’s just a start. You have to retain them. If you want to analyze the risk factors of employee retention, then BizMerlin provides an easy solution that is Retention Analysis. Retain your best talent with BizMerlin’s Retention Analysis. Try these tactics to retain your employees:
Give Responsibilities to the Employees: Giving responsibilities to the employees that allow them to grow, show that you trust your employees. It will encourage the employees to gain new skills. Hire the best employees from within wherever possible, and give them generous promotions at appropriate times.
Respect your Employees: Respecting and appreciating your employees makes the employees feel special. It helps in retaining the employees for a long time. Employees will always remember the way you made them feel. Managers have to make it a priority to show outward respect for the employees on a regular basis, it will lead to an enduring workplace culture.
Give Regular Feedback to the Employees: Feedback is as necessary as breakfast for the employees. Giving regular Feedback encourages and empowers the employees to work well in difficult situations. Feedback on the work done by the employees helps to retain the employees.
Reward the Employees: The rewards that you give to your employees should speak to their needs and should go beyond their monetary compensation. Recognition in front of the company, lunches with the boss, logo clothing, department parties, these all can contribute to the positive culture of the company and can be good morale builders as well.
Offer a competitive benefits package that fits your employees needs: Providing health insurance, life insurance and a retirement-savings plan is essential in retaining employees. But other perks, such as flextime and the option of telecommuting, go a long way to show employees you are willing to accommodate their outside lives.
Provide some small perks: Free bagels on Fridays and dry-cleaning pickup and delivery may seem insignificant to you, but if they help employees better manage their lives, they’ll appreciate it and may be more likely to stick around.
Use contests and incentives to help keep workers motivated and feeling rewarded: Done right, these kinds of programs can keep employees focused and excited about their jobs.
Conduct “stay” interviews: In addition to performing exit interviews to learn why employees are leaving, consider asking longer-tenured employees why they stay. Ask questions such as: Why did you come to work here? Why have you stayed? What would make you leave? And what are your nonnegotiable issues? What about your managers? What would you change or improve? Then use that information to strengthen your employee-retention strategies.
Hire Selectively: Before you can begin to retain employees, you have to make sure that you have the right employees to begin with. Interview and vet candidates carefully, not just to ensure that they have the right skills but also that they fit well with the company culture, managers, and co-workers.
Promote from within whenever possible: And give employees a clear path of advancement. Employees will become frustrated and may stop trying if they see no clear future for themselves at your company.
Create open communication between employees and management: Hold regular meetings in which employees can offer ideas and ask questions. Have an open-door policy that encourages employees to speak frankly with their managers without fear of repercussion.
Communicate your business’s mission. Feeling connected to the organization’s goals is one way to keep employees mentally and emotionally tied to your company.
Hire a human-resources professional: If your company is nearing 100 employees, consider hiring a human-resources director to oversee and streamline your employee structure and processes. Putting one person in charge of managing employee benefits, perks, reviews and related tasks takes a huge load off of you and makes sure employees are treated fairly. HR managers are also more up to date on employment laws and trends. They can set up various programs and perks you may not have known existed.
BizMerlin has some very useful integrations with other popular application to provide a smart holistic application ecosystem.
With BizMerlin It can be very simpler and easier to quickly upload files from the Dropbox.
BizMerlin offers a feature to directly upload or choose files from the Dropbox. It is not necessary to download the files first from the Dropbox and then upload them, rather the users can directly select the file from dropbox and upload.
BizMerlin provides a simple “Choose from Dropbox” button that allows you to directly upload the files from Dropbox. Users can save a lot of time and effort using this feature.
I remember my first job in Honeywell after I finished my MS from Arizona State University. It was perfect from many angles, and I appreciate it today even more because during my career of 17 years, I have been to a workplace where I waited at the reception whole day while they created my logins and checked if my paperwork was complete or not. Honeywell was different, my badge was ready when I reported at 8am to the HR Manager, my email id was already set up and a desk with a red carnation ready for me. Since then, carnations have been my favorite flowers. I never realized or bothered to pay attention to “on-boarding” process then because I assumed this is what it is in every workplace. Couple of jobs later, I realized the difference it makes when this process is not smooth.
So is on-boarding process so difficult to execute that not many organizations are able to have smooth process laid out? These days there are many excellent HR software that provide paperless on-boarding processes customizable to the organization needs. But generally speaking, some simple practices can be followed to make employee on-boarding a smooth process and help your organization break the ice and develop a relationship with the employee on that first awkward day. These have been listed below:
- Register with e-Verify – Enrolling with e-verify is free and online document screening and verification will ensure that the employee is authorized to work in U.S. Employers may check the list of all required documents mentioned on the USCIS website. New employees must fill-in, sign and send them to the HR prior to the joining date.
- E-Sign – Invest in a good e-Sign tool because it can save lots of time and also because the trail of the document exchange can be easily back tracked along with the dates.
- Cloud Storage – Go paperless, a good automated HR system will ensure that all your documents are saved safely on cloud. BizMerlin provides integrations with Dropbox to save your documents. This ensures that the documents are available on-demand and accessible from anywhere.
- People Database – In this world of data analytics, some of our clients have created custom fields in people database to save information about their T-shirt size or favorite ice cream flavor or favorite vacation destination. Whatever seems trivial now, may be priceless some day; so store the information now and use it later for any employee engagement activity.
- System readiness – Get the logins and email id’s ready along with any hardware needed. If laptop or other asset is assigned, the e-signed copy of the relevant policy may be again stored on cloud storage box.
- Employee Handbook – List down all the company policies in the employee handbook. This should cover your policy regarding security, sharing of public information, vacation policy, drug and alcohol policy etc. The list of public holidays may be sent to employee along with this email.
- Cubicle/Place to sit – If the cubicle/desk has a red carnation, for me it will be like cherry on top but most importantly it should be clutter free and a clean place to sit and work. Don’t forget to include all necessary desk items.
- Agenda for first week – Generally use this time to introduce him to the team, a warming up session/lunch, shadowing with the senior to understand the role, relevant HR orientation with sessions on job safety, disaster prevention and recovery plans. Employers also may record the skills possessed so that the HR managers can map a skill acquirement growth map.