• http://twitter.com/TomGimbel Tom Gimbel

    Great article, Kyle. You are absolutely correct, retention strategies need to be
    ongoing to be effective, and the best retention techniques are catered to the
    individual. Not all employees value pay increases more than outward
    recognition, so set aside time regularly to meet with employees and discuss
    what motivates them.
     
    I’ve also found that involving staff in company decisions helps retain them. Employees
    want to know that their thoughts and opinions matter. They want to know that
    they are more than just a number. Involving staff in important decisions
    demonstrates that you value their opinion.
     
    I share a few more ideas in my blog post: http://pastfive.typepad.com/pastfive/2012/03/four-ways-to-retain-employees.html

    • kyle_lagunas

      Thanks for joining the conversation, Tom. I imagine the greatest challenge isn’t in finding advice on retaining employees, but building a scalable model for executing on the retention strategy that works best for your organization. And in the end, all of it comes down to how well your line managers can deliver. I’m writing a follow-up piece on the importance of training your line managers for just that reason.

    • http://www.enrichbenefits.com/ Julia Cannetti

      I agree Tom. Employee communications is key for retaining valuable employees and helping them stay engaged. I have found that not all employees value a pay increase, some value employee benefits, flexible hours or even just recognition for the hard work they’ve put in. So it is important to communicate with your employees and discover what matters most to them. 

      I also really like point number 2 Kyle. A high turn over of employees can often mean that there is no career plan in place for these employees and they move on when they’ve progressed as far as they can go in a business. 

  • http://twitter.com/Co_Lead Stacey Olson

    Such great advice here Kyle! My favourite: “Invest in line managers.” It’s no surprise that near 80% of employees leave managers not companies. People generally want to be successful, productive and engaged. A manager sets the tone for their team and #’s 1 through 4 hinge on a managers capabilities. Their coaching, mentoring, collaboration and communication skills are a huge determinant of their team’s effectiveness, cohesiveness, engagement, productivity, innovation and long term success.