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8 Simple Yet Effective Ways to Workforce Retention

8 Simple Yet Effective Ways to Workforce Retention


The growth of an organization depends heavily on its employees. However, the real challenge lies in keeping the employees motivated to stay on board and add value to your organization. Most organizations around the world are struggling with employee turnover and attrition. survey by CareerBuilder reports that 61% of employees face burnout in their jobs.

A significant chunk of HR leaders worldwide believes that retention improvement is a critical task for the next five years. While it may seem that a vast pool of aspirants is waiting to be employed, it means a significant expenditure for businesses. So, below we discuss simple yet effective ways to employee or workforce retention to foster a great organizational culture! 

Facilitate Workplace Transparency

When you think of transparency, remember that it is not just about retention but about the work environment in general. Good organizational culture and employee motivation thrive on transparency. It is a great way to build a bond between the employer and the employee. When it concerns a piece of information, assess the pros and cons of making it accessible to the employees. If there isn’t a significant reason to keep it concealed, let it out. 

Transparency doesn’t mean giving away business secrets, acquisition plans, or salary information but sharing enough to make the employees confident enough to trust you. Transparency will help the focus to shift from politics to performance. It will enable the employees to contribute to the business, and they will become more confident to work as a team. For most employees, transparency fares as the number one factor to determine workplace happiness.

Prioritize Communication

Like in all other relationships, communication holds paramount importance in the employer-employee relationship. When the employees have the confidence that their grievances and suggestions are heard, they invest themselves better towards the organization’s success. 

According to Forbes, Employees who feel their voice is heard are 4.6 times more likely to feel empowered to perform their best work.

Open communication channels enable them to express themselves better, and this will shift focus from inter-employee gossip and dissatisfaction sharing. This will also enable the management to better understand their needs and offer an environment conducive to mutual growth.

Offer Attractive Remuneration

While this may seem quite obvious, this is also one of the trickiest aspects of dealing with employees. With ever-prevalent market competition and varied remuneration structures, employees often get carried away by offers they feel are better. Better than average salaries, along with additional benefits such as adequate insurance and medical covers, are what you need to offer. 

Most business leaders and HR managers ignore that higher salaries are a lot more affordable than turnover costs. Based on a report by PeopleKeep, the cost of employee turnover is estimated to be between 16%-213% of an employee’s annual salary. This varies according to the wage and role of the employee. 

Appreciate, Reward, & Recognize for Employee Retention

Employee morale depends significantly on how well their hard work is received. Sending simple appreciation mails or rewarding performance is a great way to keep them motivated. Just festive bonuses and gifts do not cut it. If they know that their performance will be recognized, they will put in more effort to perform better and stay longer.

In a  survey by Achievers, 44% of 1700 respondents chose to switch jobs due to their employers’ lack of recognition and engagement. Recognition means lauding the positive behavior and efforts of the employees. This includes both personal traits and work-specific achievements.

Invest in Upskilling for Workforce Retention

Most high-performing employees are interested in upskilling. They would love to have the time and motivation to take up courses to help them rise on the career ladder. Investing in employee growth is a great way to let them know you care, use their skills to organizational benefit, and improve retention. 

Do not be worried that they will use the newly acquired skills to find a new job. Instead, focus on their personal development that will help them stay more engaged and productive.

Retain Workforce with Work-Hour Flexibility

The more flexible your workplace policies are, the less suffocated your employees will feel. Flexible schedules, emphasis on work rather than clock hours, and remote working opportunities are great incentives that lead to retention. A report by OwlLabs indicates the meaningful impact of remote working capabilities on retention. It is a choice between seeing employees stuck to their chairs or employees delivering performance from anywhere. Many employees report better productivity when working from home due to lesser distractions. Apart from the turnover costs, this strategy also helps to keep other costs such as building and maintenance, facilities, electricity, refreshments, etc. significantly low.

Encourage Workplace Relationships

Team building is one of the powerful tools that will help you retain employees. Most employees stick to their jobs due to their colleagues. This calls for fostering a workplace culture that encourages friendships. Mutual respect and appreciation should form your organizational culture. This will help keep a tab on workplace politics, and employees will add to each other’s growth and not grievances. Toxic work culture will only be counterproductive to employee retention.

Challenges & Growth Prospects for Work Retention

Apart from investing in courses and programs, offer them the option to grow within the organization. Stagnation only demotivates them, and they look out for more challenging opportunities. This is even more common for employees with highly desirable skills. If they feel that their growth is stifled in the current setup, they will lookout.

Conclusion

If you want to prevent employee turnover from affecting your organization’s growth, make changes to your existing strategy that excludes any one of the above. We bet you’ll experience a dramatic improvement in your workforce retention. This will form the basis of strong company culture and pave the way for the organization to emerge as genuinely employee-friendly. Should you need to consult with our expert human resource professionals, contact us here

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8 Spirit Animals for Leadership in Human Resources Management

8 Spirit Animals for Leadership in Human Resources Management


As humans, our brains are the most developed of all living species, yet when you reflect on the animal kingdom’s display of leadership skills, there’s no end to wonder. Each of these species has unique attributes and leadership qualities essential to leadership in human resources management

If you pay close attention to the habits of some animals with a pre-existing attitude to absorb new learning, you’ll see that leadership traits and practices are not unique to us but to the animal world as well. In fact, we often identify and query about spirit animals, don’t we?

So, without much ado, let’s check out the animals we’ve studied to draw from their inspirational leadership qualities.

What can Leadership in Human Resources Learn from Chimpanzees?

Empathy.

Chimpanzees are great leaders. The alpha males possess leadership qualities like generosity, peacekeeping, and empathy. According to Chimpanzees, they love building communities; although they use complex leadership techniques, their primacy maintains social harmony among the alliances or groups. 

As you train in leadership qualities, prioritizing community building is one of our recommendations. Chimpanzees are also extremely good at conflict management. Before the lead makes any decision, they first console the group members to have an exceptional support system when there is an altercation.

What can Leadership in Human Resources Learn from Sharks?

Resilience.

Sharks are mostly peaceful and introverted. The most interesting fact about shark-behaviour is that they are terrific listeners; they can read the body language of other sharks. They reflect more on information and react less, which makes them tolerate uncertainty, and develop resilience. 

Learning from a shark is not how it tears its prey but its social intelligence and promising leadership that you can take to corporate training rooms. As an aspiring leader in your domain, to look up to a shark as your spirit animal would mean to embody an inspiring leadership presence.

What can Leadership in Human Resources Learn from Leopards?

Flexibility.

The leopards are agile animals known for their flexibility to adapt to dynamic environments. They are often despised because of their cunning ferocity; they are on stealth and always at heels to attack a prey. On a jungle safari, at one moment, you may not see one in the vicinity, and as you turn around, you notice its piercing glares.

So, what does it conclude about a leopard’s leadership skills? In your professional career, technical skills are one ability. But for actual growth, you need to develop the power to influence by harnessing agility to work with professionals of various mindsets in various organizational structures. As you ace on adaptability, you achieve better success.  

What can Leadership in Human Resources Learn from the Geese?

Support.

Geese are very supportive of each other, and they always operate in a group. They fly in formation to reach their destination. And when one goose falls behind, the team honks from behind as cheerleaders to boost some motivation. The other thing about geese is that they share leadership. 

Like the geese, consider sharing opportunities with your peers. Sharing opportunities with your team as a leader or a team member help you develop your soft skills, people-aptitude, and strategic delegation based on merit-match. When people see you as a supportive and encouraging leader, you impact performance and elicit respect.

Do Wolves have any Leadership Quality to Inspire HR Management?

Task Management.

Wolves have the most effective ways of getting things done by sharing the workload. When the work is shared and evenly delegated, there is no compromise on any performance-output. Much like the geese, wolf leadership can be praised for teamwork.

In the corporate world, communication and teamwork play a pivotal role. Teams that work together know their collective responsibilities and communicate effectively; they can tackle challenges and thrive in any competitive market, which is impossible when one’s leadership operates silos.

What can Management Leadership Learn from Ants?

Focus.

Ants are very much aware that their existence depends on strategic planning and detailed execution. They may be small and weak, but they are the most diligent creatures one can ever find on planet earth. Popularly, they are industrious and meticulous, never missing the sight of their goals. 

As a professional, will it hurt if you have to nurture an ant-mindset that’s determined, diligent, and always stay on focus? Because if you are a person who appreciates by value and not the size, ants are the ones with an all-season winning mindset that never quits. Now, if an ant is your spirit animal, you cannot quit.

What’s an Eagle’s Leadership Quality?

Visionary.

Eagles are visionary. There are countless qualities to rave about an eagle, but the most outstanding one, which is very relevant to human leadership, is their choice to feed on the fresh than dead carcass. To feed an eagle, you need to serve them live.

So, can we compare an eagle’s primal instincts to the more sober humans? Yes. Your leadership, like that eagle, should not rest on past glories. Leaders are people of the present, so their achievements concern what’s happening now. Even to earn the leader’s attention, you got to be present and take action now.

A Crow’s Point-of-View on Human Resources Management!

Punctuality.

In Asian countries, people associate crows with mean spirits. In western countries, people dread crows as a precursor to some apocalypse. People who dread the crow may have overlooked a crow’s leadership in showing up. It is regular and punctual in turning up for its food at the source.

Punctuality means a lot in business. Whether you are a creative provider or technical, whether you are starting off or on your way to call for retirement, punctuality cannot be traded for anything. Even if you are sick, you have to be punctual for your doctor’s visit, check-up, and medicine. Not only in human resources management, punctuality is valued across professional practices, and without it, one is simply forgotten.

Conclusion

In summary, animal leadership has a lot to offer to professional leadership in human resources management. You need all the afore-discussed leadership qualities to succeed in real life, whether you are an independent professional or an organization executive. The smart thing would be to leverage our discern and discard the negative qualities. There is no pride in identifying with how a wold tears it all apart.