As an employee retention speaker and employee retention author, I regularly talk with participants at my seminars about how they set the priorities for what they are going to work on in regards to their employee retention process. Sometimes, they have done an engagement study that gives them some idea as to priorities or it may be things that people have suggested that they work on. It could even be the result of exit interviews. Rarely, does anyone say they have completed a comprehensive audit of the key factors that drive employee retention. This always amazes me as an employee retention consultant because, in most cases, the organization is ISO certified or UL approved or some other governing body oversees their processes, so they are used to doing audits. But, when it comes to employee retention, they just pick priorities with no real sound rationale.
The reality is…audits work. They force you to look at ALL aspects of a problem and gather data. Or, they at least start to point out certain areas where deficiencies exist. In essence, when it comes to employee retention we are flying by the seat of our pants. We blame employees for not being loyal and not wanting to stick around and there might be very valid reasons why they don’t stick around. Other audits that are conducted give us data as to why our processes are messed up, why our customers may be leaving, why we have quality problems etc. We must do the same with employee retention. An audit is the place to start and then you add in all the other data from engagement studies, exit interviews, etc. so you can then decide on priorities.
A simple audit should cover my key areas that drive employee retention. Those areas are:
- R.A.P. (Caring, Respect, Appreciation and Praise)
- Hiring for Fit
- Money and Benefits
- Dealing with performance issues
- Quality of Leadership
There are subsets within these areas, but these are the prime areas that drive employee retention. By looking at where you have deficiencies in those key areas, it becomes quite easy to determine the areas you need to attack first.
Employee retention is simple. It just isn’t easy. It’s about fundamentals and it’s about hard work. It’s also about working smart and knowing areas where you have weaknesses that you need to start. That is being smart. Don’t use a shot gun approach to employee retention. If you do, all you might do is shoot yourself in the foot!
Note: For a comprehensive employee retention self-audit, contact me at email@example.com to get details on a cost-effective self-audit will jump start your employee retention!