Employee Retention: 5 Things to Help Stop the Employee Job Hop

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Mar 19, 2012

They didn’t do anything special for your birthday. They didn’t remember your anniversary.

And after you invested so much time, they didn’t take your relationship to the next level.

Check, please! This is about the time where you part ways, brush yourself off, and move on.

It may seem like we’re referring to your last romantic relationship, but we’re actually (and very accurately) describing many employers’ relationships with their employees. Unfortunately, it’s not uncommon to come across poor work habits and old traditions that have died hard in manager-employee relationships. Yet management still questions their high turnover rates.

5 tips to stop the employee job hop

Today, employee retention is one of the biggest concerns for executives and management – and so it should be. Losing top talent doesn’t just mean embarking on a difficult recruiting challenge, but it also means a lost investment and new investment.

You get it: retention is critical to success. But the question is: how do you retain top talent? Here are five tips to help you stop the job hop this year at your workplace.

  1. Don’t be afraid of commitment. The key to the most successful relationships is trust. Provide your employees with a sense of security in order to meet one of their most prominent base needs at work. The fact is that most employees won’t last in a workplace where they are fearful for their job and ability to provide for their lifestyles. Show your commitment to your employees by setting long term goals with them.
  2. Wine and dine them. You got the date, but now you want to impress them to keep their interest. Once your employees’ base needs are fulfilled, look into other ways to keep them engaged. A beneficial engagement solution that benefits both your business results and your workforce is a rewards and recognition strategy. Recognizing and rewarding their efforts on a frequent basis reinforces positive behavior that drives business, while fostering a culture of engagement.
  3. Make them feel like they’re the only one. If you don’t feel special, needed or important, would you stay? Old workplace philosophies were based on the ideology that using fear as motivator would make people work harder to keep their jobs. In today’s business, that attitude drives attrition – not retention. Recognize individual accomplishments to make employees like they are significant and important to the organization and the goals of the company.
  4. Take next steps in your relationship. Don’t base promotions or raises on tenure and time. If your employees are exceling, driving results, and exceeding expectations, reward them with career progression opportunities. A clear and accelerated career trajectory is the number one, most important factor to today’s average employee when it comes to retention.
  5. Celebrate accomplishments along the way. Whether it’s a birthday, anniversary, or just a perfectly delivered presentation, take time to recognize accomplishments. Showing your employees that are you interested in their wins and invested in their success aligns them further with the company vision and encourages retention.