One of the problems that this employee retention speaker and employee retention author sees that organizations struggle with is that they think a one-size-fits-all approach to solving the problem their employee turnover issues. The problem is; everyone is different. What is important to one person is not important to another person. That’s what prompts clients to say to me, “So how do I deal with the issue that I have an entire organization that has different needs?” This employee recruitment expert responds…ASK them!
What’s so wrong with asking your people what’s important to them. You can do this in a variety of ways. The most frequent is to do an engagement study so you can hear from the organization as a whole what’s important. This enables you to better target what’s important to people without specifically guessing and thinking that you know. You can then take action. Unfortunately, I see more than half of the organizations that do engagement studies get great feedback then do nothing to address the issues. All that does is further alienate people and drive a greater wedge between them and the organization. In that case, you are better off not even wasting the time and energy to do the engagement survey. Failing to follow up on an engagement study will increase your employee turnover.
This employee retention trainer has found a better way to ask employees. Have your supervisors ask each one of their people, “Aside from money, why do you come to work here?” You will be amazed at what you hear from people. Most supervisors are shocked to hear the reasons people give them and how wide-ranging they tend to be. These responses tell you what is important to people and how you can best address their needs. Then, as they are leading their people daily, they can factor that into how they to lead them in order to enhance the relationship between themselves and the employee as well as between the employee and the organization.
Frankly, this stuff is simple but, it’s also complex in that the responses will be wide-ranging. Then determining how to react to those responses in a way that motivates and engages your people is where the complexity of your employee retention strategies comes in. However, if you don’t ask…you are never going to know. Asking is the first step.