The common theme I’m hearing that is currently challenging businesses and slowing growth is not a new one but it’s certainly an important one to address and that is retention.
Simply put, too many newly hired employees are leaving companies unable to meet the expectations of the role they have been hired for.
So why is this happening and as importantly what can Senior Leadership do more of to increase retention rates and build the necessary infrastructure and succession planning to take market share?
We would encourage a greater focus on the execution of the pre-screening and the interview process. This is where expectations and accountability need to be clearly defined and agreed. This is the opportunity to demonstrate the vision of your company, your value proposition and your commitment to invest in your people relative to personal development, career path and progression.
Differentiate with your purpose and your ongoing investment in creating a meaningful work environment driven by leadership by example. Support the hiring process with clear examples of ‘why people stay’?. Too many companies waste time undertaking employee surveys highlighting issues and challenges that deflect from the positive experiences the majority enjoy. Flexible innovative benefits, a long term anniversary recognition program and a commitment to employee development all need to be clearly stated and understood. Employees need to clearly recognise the benefits of investing their long term career in your business.
If your interested in how to implement an improved retention strategy for your business contact us at Sevargi for an initial consultation completely free of charge.
