Boost Employee Retention Through Recognition

Ciara Byrne

Employee retention includes the procedures, policies, and overall strategy that a company uses to keep its best employees and reduce turnover.

Employee retention is frequently the major emphasis of a company's HR department. Thus, without much further ado, let’s check how you can boost employee retention through recognition.

Appreciation is a Fundamental Need

We were raised in an environment where we were rewarded for our achievements — teachers' gold stars and adoring parents. That need does not go away once we start working.

Despite this, the majority of employees go unnoticed. So, it’s important for companies to realize that every team member they retain is crucial for running a smooth, uninterrupted business.

We all want to know that our efforts are being appreciated. And it shows because 36% of workers claim a lack of recognition is a factor for leaving their job.

Even in the best of markets, attrition is costly. Employee turnover may be devastating, especially with decreasing talent pools and skills gaps the size of the Grand Canyon.

What Is the Formula for Calculating Employee Retention?

The number of workers on the last day of a given period of time is divided by the number of employees on the first day to get the retention rate.

Employees are unquestionably important and assist in the smooth operation of any business. Finding the right talent for your organization is a crucial step in accelerating its growth. Keeping elite talent, on the other hand, is a struggle.

So, how should you go about retaining excellent talent? Of course, showing recognition with company-branded merch like a t-shirt is always an excellent idea because it shows your appreciation and signals inclusiveness, but what other techniques can help you succeed?

Create Growth Opportunities

The modern employee thinks about more than just their earnings when it comes to job satisfaction. Allow your personnel to get the most out of their abilities by challenging them to achieve.

This will allow them to showcase their abilities to grow in the firm. You can make it possible for employees to advance up the ladder. Create new roles for them that will allow them to take on more duties and enjoy more benefits while the company benefits from their handling of added responsibility.

Provide Wellness Solutions

Employee stress management programs, retirement planning assistance, fitness class reimbursement, and a corporate retreat to a unique destination are just a few examples of what your company could offer.

Need some fresh ideas? Check out these fun events taking place in Georgia this summer or enjoy the charms of Texas.

At the heart of these ideas is the goal of relieving pressures on employees in a way that helps ensure their mental health at work. Whenever work can be a place that relieves pressure rather than adds pressure (to an employee’s whole life, not just their time in the workplace), it becomes a more positive force in someone’s life. That preserves and protects their mental well-being and makes them much more likely to remain with your company.

Don’t Forget About Work-Life Harmony

Do you expect that your workers will be available 24 hours a day, 7 days a week?

Job happiness requires a healthy work-life balance. People need to know that their bosses understand that they have lives outside of work and that maintaining a work-life balance is considerably more difficult while working from home.

Employees should be encouraged to set boundaries and take vacation time. If late nights are required to complete a project, consider compensating them with additional time off.

Make sure their physical working environment suits their needs. For some employees, this could mean working from home so that they can have a quiet place to concentrate. For others, it may mean working from a co-working space that has the amenities of an office, but might be located much closer to someone’s home and involve a much shorter commute. And for others, working a split shift – for example, mornings at home and afternoons in the office – could be the perfect accommodation for their family situation.

By the way, some co-working spaces are finding member retention to be a challenge, just as you might be finding employee retention a challenge. So, in many areas, this is a good time to negotiate for co-working space for your employees, especially when that kind of facility contributes to their overall work-life harmony.

Make a Welcoming Environment

The type of atmosphere in which your employees work is critical to their retention. An employee needs a working environment in which they believe their needs are being met.

Consider the following factors to improve the working environment: correct safety standards and equipment, social amenities, and courteous treatment.

Don’t forget to incorporate some fun for your staff, and use the calendar to create appreciation opportunities. For example, even with a remote workforce, any company can plan something for National Swag Day to make their employees feel included and valued, especially if the swag says "thoughtful quality" rather than "future yard sale object."

Awards also contribute to the creation of a friendly environment. Fun employee awards, for example, are one-of-a-kind and reward employees on the spot for their efforts. If you take care of your employee happiness it will pay off big time.

Understand What Drives Your Employees' Motivation

It's critical to figure out what motivates your staff so you can acknowledge them. To put it another way, gold stars that once satisfied school-age children might not be the best type of motivation for your mature employees.

Instead, apply the golden rule: treat others as you would want to be treated. Looking for a way to figure out what recognition means to someone. Start by putting yourself in their shoes; then listen and learn what they enjoy doing in their spare time as a signal of what is important to them.

Rewarding Bad Behavior is a Bad Idea

You may feel that everyone should be rewarded equally, regardless of their performance. But if that leads to rewarding bad behavior, your good intentions will produce unintended negative results, such as demotivating your best employees. Take some time to think about how to reward your best performers while preventing stumbling blocks. Reinforce desirable behavior that leads to business growth, efficiency, and prosperity, and make it clear to everyone how they can do that.

It's critical to hire the proper people, and once you have them, keep those great employees happy for the long run if you want to establish a successful company.

Retain Knowledge

When people leave, critical knowledge and skills are lost.

When highly experienced individuals depart unexpectedly without passing on their knowledge to other colleagues, their progress is lost permanently. That’s why it’s an understatement that you should pay a lot of attention to talent retention and worker satisfaction, including cultural things that appeal to core employee groups like Millennials. These include things like autonomy, inclusiveness, diversity, ecological sensitivity, flexibility to care for their families, and standing up for positive societal principles.

If a competitor acquires one of your employees with excellent skills and experience because your company doesn’t offer these attributes and benefits, your organization will certainly face an uphill battle fending off competition.

Boost Their Perks

Career advancement is the most effective way to boost pay. An employee who has been promoted expects to be well paid.

There are a number of alternatives available to you when it comes to increasing employee benefits. For example, you can think about increasing your allowances and commissions.

Boost Teamwork

Employees will only work together as a team if they form personal relationships with one another. It will take a very long time for a team to recover and operate together if members of the team keep leaving.

Consider rewarding your employees in order to boost and drive team performance. One of the ways to improve and enhance teamwork is to organize team building events.

Continuously Provide Performance Feedback

Many employers are ditching the yearly performance evaluation in favor of more frequent interactions with team members.

Talk to your staff about their short- and long-term career aspirations in these one-on-one conversations, and help them envision their future with the company. Discuss possible career progression possibilities with your employees and devise a strategy for investing in and retaining top talent.

Increase Revenues

A person can only stay at a job if he or she likes it. Keeping your staff happy encourages teamwork, which leads to increased production.

Your company's sales increase when you have a highly productive crew. Improved sales should create a rewarding environment that encourages employees to stay with the organization.

Make Mentorship Programs Available

Pairing a new employee with a skillful mentor is a terrific component to add to the onboarding process.

Mentors can help newcomers get acclimated to the workplace, provide assistance, and help them see your company as a place they can work successfully for a long time.

It's also a win-win situation: new team members learn the basics from seasoned personnel while also providing their senior mentors with a fresh perspective on the world.

Mentorship should be available to anyone, not just be limited to new staff. Mentor-mentee connections can considerably help your existing personnel, as well as your general employee retention perspective and team's job satisfaction.

One way to make a mentorship program even more valuable is to assign mentors to those who are facing a steep learning curve. The mentor’s knowledge and encouragement can make a significant difference in the employee’s confidence and, ultimately, their retention.

For example, in the large-scale construction industry, a complex program made by Oracle is the standard of excellence for project managers. But as valuable as it is in that industry, many program managers try to hold down their jobs without mastering the software because it’s very difficult to learn. So, pairing a newer project manager who is just learning the software with a senior mentor who has mastered it can provide the “secret sauce” that helps the mentee see how sticking with it will boost their career. That incentive — not feeling abandoned to sink or swim on their own — can keep an employee with the company longer.

Make Recognition a Habit On a Daily Basis

Great managers are constantly on the lookout for ways to reward exceptional performance. Consider getting feedback from consumers or team members in addition to direct observation.

Most consumers do not want to be emailed another survey to complete when requesting feedback on an employee's performance. Therefore, make it basic and personal for the greatest results. Start each day by concentrating on one aspect of your company.

To keep track of your success, keep a record of when you see exceptional performance and reward an employee.

It Is Critical To Be Recognized

When a worker resigns, the company loses more than just a skilled worker.Customers and intellectual capital can be lost by a company depending on its interactions.

However, when done correctly, recognition can tilt the scales in favor of an employee staying with a company. Employee appreciation that is used effectively brings out the best in employees, affects wellbeing and mental health at work, and increases retention.

Ensure that your complete staff retention and appreciation initiatives are in line with the culture of your company. You'll obtain the finest results — and maybe a considerable competitive advantage — in this manner!

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