Retain Your Employees – 7 Surefire Keys


Attracting employees is half the battle, but once you are satisfied your workforce has good people, you also want to know how to retain your employees. It is expensive, frustrating, and leads to a loss of productivity when you are on the merry-go-round of constantly hiring new employees.

Retain Your Employees

Retain your employees using these strategies. Otherwise they will head out the door.

In this article when you scroll down, we will talk about 7 of the best ways to retain your employees who are hard working and dedicated so they don’t get trained then walk out the door.

Top Reasons Why Employees Quit

To understand how to keep employees, let us look at some of the 13 biggest reasons why employees will quit a job:

  • Lack of opportunities for advancement
  • Low pay
  • Lack of caring managers
  • Disrespect from supervisors or coworkers
  • Childcare issues
  • Lack of flexibility
  • Poor health benefits
  • Too many hours of work
  • Too few hours of work
  • Burnout
  • No sense of fulfillment
  • No sense of community
  • No support for mental health/mental wellbeing

So, with these reasons why workers quit in mind, lets move on to the strategies you need to use to stop the outward exodus…

7 Specific Ways to Retain Your Employees

Retaining your employees by differentiating your business and providing what workers want.

Try these strategies to help retain your employees:

  1. Build a Sense of Community
  2. Listen to Your Employees
  3. Have Clearly Defined Job Duties
  4. Prioritize Mental Wellbeing
  5. Incorporate Career Path Planning
  6. Competitive Compensation
  7. Cultivate Strong Supervisors

We will go over them one component at a time…

1. Build a Sense of Community

Help employees feel like they are part of the team. Creating a sense of community and team involvement in your workforce can have a big effect on whether workers will stay at a job and remain productive employees.

2. Listen to Your Employees

Make employees feel heard. People often feel like they cannot continue to work in a job where their thoughts, ideas, and feelings have no value. Managers and business owners will be more successful in retaining employees when they take the time to hear from their employees and to really listen to them.

3. Have Clearly Defined Job Duties

Employees that feel stressed, overwhelmed, and overburdened are more likely to start looking for a new job. One reason this happens is that there are not clearly defined roles at work.

  • Workers like to know exactly what they are signing up for when they start a job and the responsibilities that fall under their purview. When these waters get muddied, employees might start to feel overworked and want to look for new employment.
4. Prioritize Mental Wellbeing

Prioritize employee mental health and avoid burnout. Have realistic goals for your employees and avoid overburdening them with too many responsibilities. Make mental health an important part of your work environment, so employees want to come to work. Some quick ways to improve mental health at work are:

  • Train managers to prioritize mental health. Managers who care about the physical and mental well-being of their employees will help develop an environment where employees feel welcome.
  • Offer flexibility at work when possible. Allowing employees to have a flexible schedule or work remotely is an effective way of strengthening mental health. For example, working parents can feel far less stressed if they can come into work after they put their kids on the bus in the morning.
  • Encourage a healthy work and life balance. You should expect employees to be dedicated to their jobs. But you should not ask them to forfeit their personal lives.
5. Incorporate Career Path Planning

Have pathways for career advancement. People are more willing to stay at jobs where they feel like advancement is a real possibility. One way to do this is to create advancement positions and train employees, so they can fill those positions as they become available.

6. Competitive Compensation

Keep compensation competitive. Keep your working rates competitive with other businesses in your industry or market and you will attract better employees and have an easier time keeping the employees you have already hired.

7. Cultivate Strong Supervisors

And last but not least, have good managers in place. Poor managers represent a leading cause of workers leaving a job. Hiring good managers who know how to foster productivity while respecting their work staff will lead to much higher levels of worker morale and retention.

Tips to Improve Manager Performance

Here are a few tips for helping your managers perform better:

  • Provide ongoing training for managers. Some employees end up in management because they are familiar with the company and have a good understanding of day-to-day operations. What they might not understand is how to manage other employees.
    • Lack of training in this area can lead to many problems that you could easily resolve with guidance from your business.
  • Have clear company policies. When company policies are vague or confusing, it can be hard for a manager to properly enforce rules and regulations. Give them a defined set of parameters, so they know how to respond to various situations that may arise in the workplace.
  • Take time to listen. Your business management team will have a lot of information about the operation of your business. Listen to their thoughts, ideas, and concerns to have a better idea of what is working and what is not in the day-to-day business.
  • Avoid putting too much weight on a manager. The mental health of your managers will reflect on your other employees. A stressed and overburdened manager will likely pass on that stress and frustration to other workers. Give them reasonable work expectations with clear deadlines.
  • Give managers the resources they need. If you are expecting high-quality work from your team and managers, give them the tools they need to finish the job. That might mean innovative technology that can help them finish the work faster.
Summing Up

Remember, not only do you want to hire well but also to retain your employees who are your best workers.   This post referred to 7 keys to retain those high performers.  Ignore them and you will always be on a merry-go-round of hiring then losing good people.

Retain employees who are your high potentials

Offer employees a sense of community, listen to your employees, have clearly defined job duties, prioritize mental wellbeing, incorporate career path planning, provide competitive compensation, and cultivate strong supervisors. If you do these you can ensure that your employees stay loyal and don’t head for the exits.

By following these tips, you can improve your employee retention rate and retain top employees in your business.

Flexicrew Support

Want to improve your employee retention strategy even further? Call Flexicrew to help create and implement your retention strategy that will help you retain top talent as long as this tight job market lingers.

Retaining Employees – Why it’s Crucial and How to Do it Right

In today’s challenging labor market, employers feel more need than ever to hold onto talent. Why, however, is this such a major challenge? Largely thanks to the worldview of millennials, who expect things fast, search for experiences, and are simply not willing to stay in a job long enough to wait for the benefits. Bad news is, with generation Z soon to come into their prime, the situation isn’t bound to fix itself any time soon, because if you thought millennials were an HR-handful, the follow-up is even more so.

The solution is – invest in retaining your employees.

5 Steps to Retaining Employees:

1. Ensure Supervisors can Connect with Workers

What we mean by connection isn’t painful, theory-X monitoring and control.  That would be bound to drive the young workers out the door from day one. Without a doubt, it’s a supervisor’s role to keep the finger on the pulse, but there is more than one way to approach it. Entrusting responsibility, avoiding micromanagement and being on the lookout for ‘teacher’s pet’ scenarios typically ensures that the sense of hierarchical authority doesn’t switch from respect into contempt or envy.

2. Set Up Workers for Success

Easier said than done? Truly, theories are filled with approaches that use fear as the predominant push factor, while the mindset of success gets ignored. Is it right? Not quite so. Although workers do tend to respond to fear well, and at times a crisis may be exactly what one needs, the dominating company environment should be that of positivity, success, brighter future on the horizon, and belief in each one of the employees. Flexicrew believes you can do this and is at times much more effective. We hope you will get yourself together for this one… It’s all about attitude.

3. Competitive Pay and Benefits

Almost every employee feels they are underpaid. This is hardly a feeling that goes away, simply because belief in monetary self-worth is rooted in each one of us living in the modern world. Certainly, you should aim to recognize achievement and hard work, and make sure to reward it accordingly, but what if you are a smaller business and resources are running on the lower side? You would like to reward your employees, but financials are so tight you are worried you can’t afford to do it left and right. Luckily, it’s not all workers look for. Medical insurance, a gym discount, free pizza on Thursdays, ability to occasionally work from home for young mothers, a ping pong table in the back of the office for employees to enjoy during break times – you would be surprised what a difference a relatively inexpensive benefit can make for employee retention percentage increase.

4. Employee and Work Team Recognition

Everyone talks about team work, and make no mistake, a good team is the absolute key to the success of your business. Sometimes it may, however, seem difficult to encourage it to go the way you want it to. One of the main issues is – in many workplaces, an ego of an employee still stands above the success of a team as a whole. This is human nature. If an employee isn’t feeling his skills are recognized, he may free-ride team tasks, and be reluctant to contribute as much as he could have. How do we deal with this? We uncover personal motivation. For some it’s a bonus, for another – public recognition (studies have proven that this particular procedure resulted in a better employee job satisfaction percentage than a higher compensation).  And for someone else – it’s a simple pat on the shoulder and a ‘good job’ aimed his way.

5. Offer Workers Means to Provide Input and Feedback

Last but not least, each one of us wants to be heard. Having a voice is crucial for a healthy job environment, so make it happen today. Suggestion boxes, anonymous supervisor evaluations, monthly meetings with the question on the agenda: “What should we do better?” The best suggestion which ends up implemented can even be rewarded!     At the end of the day, no matter if you are a business owner, a manager or an HR specialist, it’s all about asking yourself which environment would an employee happily be in X hours per day / Y days a week for at least 2 years.

And of course, start taking these baby steps today.

For more advice on retaining employees, give Flexicrew a call 866-720-FLEX (3539) or connect with one of our branches.