1. Balance work and your personal life. HR professionals must be aware of the trends that impact efforts to recruit and retain talent employees. It was more important to have a work-life balance. People used to be able easily to take care of all the major aspects of their lives. The importance of family is paramount to everyone. If work starts to cause a strain on the family, no amount will make it possible for an employee to stay. It is possible to repay employees by allowing them to take extended leaves once a week to spend time with their children or grandchildren.
2. Competitive compensation package
Higher salaries. Money remains the top consideration. Employees are always looking for change. It is common for employees to feel that they have been paid fairly and in a fair manner for the work they do. Research other companies and organizations to see what they offer in terms salary and benefits. It is also important that you research the standard compensation package for the position. This includes benefits such as retirement, health insurance, retirement, vacation days and time off. Your company must have a competitive compensation package so that your employees won't leave to find employers that offer better packages.
3. Treat each employee with respect.
Treat each employee with respect and as an individual, recognize the team member's contribution in front of members of management. This can help employees feel less like their supervisors are taking all the credit. It is important to know how to recognize staff members. Not every employee wants to be recognized at a gathering of hundreds. Each generation's approach to recognising team members is different. You might humiliate unintentionally a baby boomer by having them stand up in front of their colleagues while discussing their recent achievements conversely a Young Gen will appreciate the opportunity. A simple "thank you" or "nice job" or a pat in a back given in regular basis or frequency can significantly boost employee morale. Many times, a team member will be grateful for the effort you put in to reach him at his desk and convey the message.
4. Positive Work Environment
Although benefits and compensation are important, the main reasons employees leave a company include a toxic work environment, unorganized workplaces, bosses who are not trustworthy, and coworkers who are difficult to work with. Everyone wants a well-organized work environment that allows them to do their best. Physical barriers that prevent people or resources from working efficiently can cause stress. It is important to organize things in a way that everyone has easy access to the resources and people they need. This is done by organizing workspaces around those who do the work. It is important to make it as simple as possible for employees to do their jobs. If an employee needs a personal space and there isn't one, consider blocking it with furniture, screens, or blinds.
Plants can soften the noise if it is a problem. Make sure that you explain to your workers why you are doing this emphasize the benefits of making the change. The quality of supervision and mentorship, by a "bad bosses" has been said so often that, people leaves people, not their jobs. The most important role in the development of a team member and their success as an organization is played by their supervisors. All employees want to have Boss who's respectful, courteous, and friendly. If the workplace is positive and welcoming, employees are more likely than others to stay with the company.
5. Eradicate Favoritism
The "inner circle club" or "good ole boys", can cause an unpleasant organizational culture. They can also promote bitterness among members of the team, which can have a devastating effect on valued team members. The results of employee favoritism are destructive in natures because the following idea are unavoidable (Why should I perform if It will get me nowhere? Why do this if others will not? Why put in the effort if I will not be recognized? What good is it to trust my boss if they're not fair?
Employees' productivity, morale, and relationships with managers will decline, which can result in disengaged employees, which ultimately leads to disengaged customers. Treat all employees equally and avoid favoritism. Individuals seek to have the impression that all employees are treated equally. Make or develop a policy, guidelines or procedures for asking for time off and any other work-related decisions.
6. Communication and availability
Human Resource department must be responsive to employees' concerns and questions. In many companies, the HR department is perceived as the policy making arm of management. Actually, HR departments that are forward-thinking and responsive to employee needs are one of their cornerstones. It is easy to do this by actively listening and assisting your employees. Offer them constructive feedback, both positive as well as negative. Communicate clearly expectations, goals and the new rules you expect.
Tell them what you expect of them. Encourage them to be involved. Keep them informed. Let's face reality. It is something employees really desire to be able to communicate face-to–face with their supervisors and managers. It makes them feel valued and appreciated. Managers can have many tasks to complete and may feel overwhelmed. However, your main responsibility as a manager is to help remuneration others achieve their goals. This is how managers can lead their peers to success in the organization.
7. Employee empowerment
Empowered employees feel more responsible and have a greater sense of ownership. Their ideas are often acknowledged. A workplace that encourages employee empowerment, gives them control over the way things are done and makes it easy for them to be recognized as an important part of the company, will have a greater productivity result and lower complaints. When employees think that they need their organization as much as the organization needs them, that need became best appreciated more than a paycheck and all benefit package that made them to stayed and remained at the company longer.
8. Placement of the Right Talent in the Right Job
Placement of the Right People in the Right Jobs dramatically improves employee retention. You can help your employees be more useful by putting them in a setting that allows them to thrive. A car behind glass is nothing but a mass made of metal, plastic, and glass. But a car being driven is what a car should look like. People once developed should also use the knowledge they have so that they can make the environment a better one for themselves and others. You should also provide training and advancement opportunities to help them make a career out of their job.
9. Celebrate successes, big and little and make the workplace fun.
Sharing small successes with your Employees' is a great way of making the workplace fun, not only by champagne, a two or more kilo of Ice Cream or a small cake with a 1.5 Liter of Soda is good enough, but you have to do what works best for you, If your immune system has taken a hit then maybe you can celebrate successes with a cup of coffee or hot tea with a loaf bread, it warms you up and still sets the tone of the celebration or maybe celebrating positive momentum for some time by just whistling a happy tune or tapping out as affirmation of an enhanced gratitude.
10. Flexibility at work
Flexible working hours are a good way to encourage employee morale. Workplace flexibility is hard to manage, because you need to meet operational demands. But it has to manage so the flexibility policy should be well defined and be implemented accordingly so its' good intent will not be lost.