Finding good employees is difficult. Keeping good employees is even more difficult. What is the secret of recruiting motivated, satisfied and committed employees who have not already started thinking about their future job, but instead intend to remain at a company for the long term?
As a CEO, HR employee or manager, not only are your work colleagues regarded as employees, but also as your customers. It is therefore your job to do everything possible to keep them in the company, starting before their first day of work. During the selection process, you should not only focus on professional and personal skills, but also on whether the candidate can find personal fulfilment and satisfaction at the company. If so, you should lay the foundation for a long-lasting relationship between the employee and the company.
Gone are the days when employees spent their entire careers at the same company. Employee turnover has generally increased due to globalisation, personalised working conditions and a change in attitude towards work, especially among younger employees. Employers are therefore required to face the new situation and adapt working conditions accordingly.
You cannot force someone to do their job with passion. However, you can actively create a positive working atmosphere, which will automatically increase motivation and ensure greater satisfaction. Employees who are happy performing their work will undoubtedly achieve better results. But please note: Everyone finds different things motivating. Take your time to find out what will make your personnel committed and motivated enough to work for you in the long term.
It is important for employees to know where they stand with their superiors in order for them to assess situations and possible reactions more effectively. This generates trust and security. This type of climate not only increases motivation, but also the employee's loyalty to the company. It is important that all levels of management demonstrate and encourage authenticity and proximity.
For employees, appreciation is one of the most important criteria for job satisfaction and therefore daily commitment and motivation. Appreciation should not be limited to praise for services rendered and therefore the economic aspect of an employee, but should relate to the person as a whole. Praising employees for their work and positive conduct increases motivation and loyalty to the company, which also has a positive effect on their physical and mental health. Failing to praise employees can breed dissatisfaction, demotivation, and have a negative influence on colleagues, or result in illness, absences and dismissals in the worst case scenario.
The more a person can identify with the company, the more enthusiastic they will be about their job. A convincing purpose as well as values that can be experienced and practised play an important role here.
"Employees come because of the job and leave because of the boss." Unfortunately, there is a lot of truth in this statement. Managers have responsibility as a role model and play an important role in retaining employees. However, not every boss is a natural. Employees are often given managerial positions because they have been with the company for a long time, get on well with the boss or have specific expertise. This is where the Human Resources Department has an important role to play. Managerial employees must be shadowed and trained to quickly identify any shortcomings and better utilise the strengths of the individual.
There is no denying that appreciation, motivation and proximity are important aspects in retaining employees. However, job benefits cannot be ignored either. One is a fair wage and the other, supplementary benefits. Many companies offer discounts on selected products or their own products. But even small everyday gestures, such as a fruit basket in the break room, show that employees are appreciated and the company recognises their work and performance.
The coronavirus pandemic and its effects have posed major challenges for many companies. Procedures and processes have had to be adapted quickly. New digital tools, home offices and hybrid work models suddenly became a part of everyday life and will remain so for the foreseeable future. In order to strengthen and maintain a high degree of employee loyalty in the new world of work, where people no longer physically meet or meet more infrequently, new ideas, thought patterns and approaches are needed from all sides. Now is the perfect time for employers to show that they care for their employees, and honestly value and trust them: a great opportunity to improve employee loyalty.
Employee loyalty is not automatic. It must be an integral part of everyday life – both on the part of HR and all levels of management.
In this era of skills shortages, positions are increasingly remaining unfilled for extended periods of time. You might think that if operations are still continuing, there is no urgency and there could even be the potential to save some staffing costs, but you would be wrong – because an unfilled position creates more staffing costs than it saves.
It is impossible to be able to do everything, let alone be able to do it well. The same goes for companies. Outsourcing has therefore become a thriving business without which our modern world would struggle to survive – or at least, many companies would cease to exist in their current form. If this is a fate you would like to avoid, you are in the right place.
Good employees are crucial to the long-term success of a company. In times of crisis, however, it may be necessary to reduce staff costs in order to survive. To show you how best to approach this and where you can make savings, we've put together a few tips for you.