Staff retention is a constant concern for companies. Retaining talent in its midst is not just about retaining its top performers, but also cost savings. Salary is far from the only criterion for retention. Many company policies can hinder and promote employee retention and engagement. The content of the position, career development, training, recognition of efforts and success, the employee's emotional attachment to the organization and the management style of the immediate supervisor are among the factors that play a role. preponderant over staff retention.

Flexible hours

Salaries and benefits are no longer the only effective elements in retaining a valuable employee. Quality of life and work-family balance are issues to which workers attach great importance. Introducing flexible hours, such as compressed work and telecommuting, is attractive.

Integration

It all starts with recruitment and hiring. Thus, recruitment practices should reflect management practices and corporate strategies. The implementation of a welcome and integration program allows new employees to get involved quickly in the company and to benefit from individual follow-up during the first weeks.

Training and recognition

A performance management and recognition program helps employees motivate and stay motivated. Providing feedback, training and development are ways to meet the needs of talented employees. They seek to develop their capacities, to improve themselves, to feel that they are part of the organization. A training plan that takes into account their preferences and goals promotes their loyalty and commitment to the company. The more you like what you do, the more likely you are to perform well, to love your job and, therefore, to stay for a long time.

Assessment and progression

Similarly, these motivated employees want to know how they are viewed by their boss. Feedback is one way of recognizing their performance in the workplace. An annual assessment is an opportunity for employees to determine, with their immediate supervisor, the objectives for the next year. In this sense, the prospect of advancement is a source of motivation for employees as they can rise through the ranks and even become managers after a few years.

Social life

Retaining staff is a way of consolidating professional ties that some will call the "second family". To do this, the establishment of a social committee to organize social activities according to the interests of the employees and to mark the birthdays of each one. Implementing a mentoring program or a sponsorship system with identified employees, as a potential succession, is one way of strengthening the bonds of attachment an employee has to an employer. These are simple actions that can have a positive impact on the work environment. This cooperation between employees is stimulating for them.

Sharing

When a company shares its vision, mission and goals with its people by conveying company results, advancement and goal achievement, it motivates and gives confidence to the troops. If only through the presence, accessibility and understanding of executives and leaders.

Setting up a shareholder worker cooperative in which the employees own a certain percentage of the company's shares can also contribute to employee retention.

Some HR policies and programs require time and investment. It is therefore essential to focus your efforts on those that will have a positive impact on the business. The first step could therefore be to put in place an effective communication program for employees to clearly identify what they want.

Let's not forget: increasing the retention rate of its employees will translate into a more efficient organization and cost savings. In the long run, a lower turnover rate means less money spent on hiring, training and development.