It’s no surprise that recruiting is a challenge. On some level, finding the right talent is always a challenge. So it’s logical that, once organizations find the right employees, they want them to stay. I mean no one says, “Hey, let’s hire Leonard. He’s not going to be very good and he’ll leave in a few months.”
The first thing that organizations need to realize is that employee retention is everyone’s responsibility. Turnover and retention are not “HR issues”. The factors that influence retention extend beyond human resources. The entire organization needs to buy-into making retention part of their role.
And if you’re wondering what those factors are that influence turnover, I did a survey here on HR Bartender about why employees leave companies. The common wisdom is that that employees leave bad managers. But the top reason may surprise you! Businesses need to be ready to address the issues. Here are a few popular posts from the blog that might help:
The employee experience drives turnover. Start with a great candidate experience and continue through the employee lifecycle.
When an employee resigns, employers should have a process in place to transition them properly. Here are some things to consider. Employees should be able to leave the organization with respect.
According to a survey from Korn Ferry, ninety-eight percent of senior leaders believe that structured onboarding programs are the key to employee retention. Making sure the company’s onboarding program is best-in-class only makes sense.
Onboarding is more than just orientation. Done right, it helps retain and engage new hires. So, we need to assess our onboarding program for maximum effectiveness.
Feedback is an essential tool for maximizing employee engagement. So, include feedback training in your onboarding.
Good onboarding is the key to new hire success. To evaluate the impact of your onboarding program, here are five effective data and feedback methods.
Employee retention is critical today. A pulse survey can help during onboarding to structure and receive effective feedback.
Organizations hire employees and want to retain them. But that means having the right processes and programs in place, so the employee is successful. It also means making employee success an organizational priority – not an HR program.21