Keeping the talents you have

In today’s job market, finding good candidates to fill positions is tedious and expensive. So, when a good match is found, holding on to that employee becomes imperative. But, how do you go about doing that? What exactly do employees need? How do you keep them from thinking the grass is greener on the other side of the tracks?{{more}}

Employers can do at least five things to keep employees happy in their jobs.

• Good working conditions. Have you ever walked into an establishment and wondered how on Earth people could work in such an environment? Employees want surroundings that are physically conducive to getting work done. If the environment puts their health at risk, or even if it is just unpleasant or uncomfortable, asking someone to spend eight to ten hours of every day there will not encourage longevity or devotion. Employees will not want to come in to work, let alone get work done. Make sure the air conditioning works when needed, that furniture and equipment serve their purpose efficiently, and, if a job is a dirty one, that excess materials that pose danger or give the appearance of neglect are organized or removed.

• Show appreciation. No matter who you are, as humans our goal is to try to feel, look, or act important. It’s a human need that employers often overlook. Showing appreciation to employees does not have to become an expensive venture. In fact, most employees crave only simple acts of kindness that let them know the work they do is valued. Such simple acts as asking instead of demanding, saying “thank you” and “please,” and using a pleasant tone of voice when interacting with people you work with can go a long way toward creating a workplace that is not just tolerable but exciting and engaging to be a part of.

• Offer support. Every employer likes to think that they are supportive to their employees, but only when a project goes wrong or an employee has a problem that affects his or her job can anyone tell how supportive a company really is. Take the time to get to know your employees. Support could mean something as simple as understanding the goals and aspirations of your employees, knowing what they really want for themselves personally and professionally, and investigating how your company can help them. The traditional model of employers being interested solely in the professional interests of their employees is obsolete.

• Create room for advancement. Some organizations are flat; in other words, they have frontline staff and the owner-they offer no way to move up, no reason to improve skills, and no encouragement to take on responsibility. In those cases, employees can get frustrated because they want abilities to move up the professional ladder, to stay fresh, to feel accomplished, and to grow personally and professionally. If your organization is flat, then get creative, and ask your employees what they would like. Some easy options are to rotate their jobs if possible or create special interest projects.

• Good pay. There once was an employer who hired a young man to do some freelance work. The young man was a hard worker and did an excellent job; yet, no matter what task the young man performed and no matter how long it took, the employer would only pay $50. After about two weeks, the young man discontinued his association with that employer. Yes, budgets are tight, but be fair. People who are paid well feel good about themselves and will want to do even more. Payment does not always have to be in cash, but can be in the form of benefits that augment pay. If finances are an issue, consider teaming up with other employers and exchanging services to help compensate your employees with rewards.

Karen Hinds President/CEO – Workplace Success Group,
Toll Free: 1-877-902-2775; Tel: 1-203-757-4103
Karen@WorkplaceSuccess.com
www.WorkplaceSuccess.com
Creator of The Workplace Success Program (TM)