In August I posted a blog post titled Ethically Incompatible? This post was geared towards the what-if’s sur
rounding ethical challenges an employee may find in a company. I would like to welcome a good friend of mine as a guest writer for today’s post in regard to reasons why an employee may quit their job and what companies need to focus
on to keep their employees happy, and at that company.
As we all know, employee turnover can cost a company a lot more money than implementing a few small (or even relatively large) programs or items to keep employees with the company. If you know me, or if you’ve read some of my blog posts, you’ll know that I’m all for companies maintaining happy, healthy employees vs. creating a high-turnover environment.
Retain Your Employees ~ by Marianne Sipe
There are many reasons an employee quits a job; however, there are consistently underlining themes to the reason generating separation from the employee. Large and small businesses can reduce cost by instilling proper Human Resources Management for employee retention. Arnold (2005) in Health Care Manager states “…it becomes increasingly difficult to develop and maintain an appropriate culture, to exercise leadership, and to communicate effectively” (p. 132), when consistent communication is lacking. Subsequently, retaining employees provides opportunity to do more with less, as “…managers who have a more experienced group of employees can operate effectively with a larger span-of-control,…” (Arnold, 2005, p. 133).
1.) Employees need wiggle room. If the organization can allow it, provide the flexibility employees need to balance work and life outside work. The growing trend of dual-parent families working means someone is running children to dance practice and guitar lessons. By supporting flexibility, employees will stay with an organization and overlook other possibilities.
2.) Listen to the employee. “Managing employee relations effectively is very important in the effort to improve employee retention” (Arnold, 2005, p. 138). Multidirectional communication from all levels can bring issues up before it can negatively impact the organization. Organizations with multiple levels of management can easily lose a pulse on rising issues. Such practices as providing an idea box or a generic email box to submit observations will generate an atmosphere of open discussion among the employees and management. Additionally, management must commit to answering ALL ideas, publicly or in private. Whether the action is taken on an idea or not is immaterial; employees want to know he or she are heard.
3.) Create a culture. Zappos is a model of focusing on the culture to reduce turnover. Tony Hsieh creates a culture where employees work with friends and have fun while working. The idea of working with friend’s increases recidivism and improves morale. Blurring lines by encouraging social times outside of work and welcoming family into the work environment creates an environment where employees feel they belong. In short, a hard line no longer exist separating family and work. Employers that acknowledge and embrace this phenomenon increase recidivism and improve morale.
Arnold, E. (2005). Managing human resources to improve employee retention. Health Care Manager, 24(2), 132-140.
What other employee retention ideas do you have? Does your employer currently use these ideas?