Holding on! Employee Rentention Post-Pandemic
As we all know, employee retention is a critical aspect of organizational success and is essential for achieving long-term goals. I won't get into this because, as leaders, we see this as self-evident. But in this post-pandemic age, focusing on this may be more critical than ever.
This article will explore three key points to consider regarding employee retention. These include the importance of building meaningful relationships beyond their job responsibilities, the impact of setting and maintaining high standards, and innovative approaches to enhance the position's appeal for today's changing work environment.
By implementing these strategies, organizations can more easily create a culture that values and shows employee support, improving retention rates and overall success.
As they say, people don't quit companies; they quit their bosses. So the most important thing to do is to build relationships.
Building relationships with employees beyond their responsibilities can increase job satisfaction, improve communication, and create stronger team cohesion. When employees feel valued and understood as individuals, they are more likely to be engaged in their work and committed to the organization. I have been on both sides of this deficit in my career.
Early in my career working as a server in a huge restaurant, I became so fed up with the GM telling me what to do during a busy shift that I blurted out, "you don't even know my name!” (Which was true.) Fortunately, I had a leader open to learning, and we developed a friendship over the years. He played a pivotal role in launching my career. And on the other side of the argument, I once had an IT professional yell out to me, "you don't even know what I do!" He was also correct; I should have spent more time learning what he worked on weekly.
Additionally, building personal relationships with employees can help managers to identify potential issues or opportunities for growth and development.
Regular check-ins with employees provide an opportunity to check on their progress and offer support, while team-building activities can help break down barriers and encourage collaboration. I am a huge fan of regular one-on-one conversations where both parties look at each other across a table during a time devoted just to the employee.
Other strategies for building relationships with employees include creating open lines of communication and recognizing individual achievements.
Companies that prioritize employee relationships, such as Starbucks (where 80% of the employees feel their work environment is positive) and The Container Store (with one of the lowest turnover rates in their industry), have maintained a loyal workforce and a positive organizational culture. Patagonia (where 91% of employees think it's a great place to work) offers outdoor activities and encourages employees to take time off to participate in environmental initiatives.
These organizations connect with their employees personally and create a sense of community within the workplace. Connecting can include initiatives such as regular team-building activities, one-on-one meetings with managers, and providing opportunities for employee feedback and suggestions. By prioritizing these relationships, these companies have built a strong sense of employee engagement and retention.
These are just a few ideas, but remember this, soliciting employee feedback can provide valuable insights into the effectiveness of retention strategies and help identify areas for improvement. Just ask them! Measuring the impact of retention strategies through data analysis can also provide valuable feedback and allow adjustments to be made. These best practices can lead to continuous improvement and better retention rates.
When an organization sets high standards, it creates an environment of excellence that attracts and retains top talent.
Having high standards means setting clear expectations and holding employees accountable for meeting them. This is something I learned the hard way in my career. I thought I was doing a favor by not nitpicking on all my demands, so I went easy on the staff. The result? I distilled my operation down to the lowest common denominator. The best people went elsewhere to work for better teams, and the people I should have let go of stayed on. I never did that again.
High standards can seem to be tricky in this post-pandemic age. Training that used to happen only happens sometimes. Staff meetings to merge the team go by the wayside to give staff more time to do work. But this is the new normal. You need to find time to do what will make your organization great!
Ambitious targets can create a sense of pride and ownership in their work, increasing motivation and job satisfaction. It also fosters a culture of excellence where employees are encouraged to improve continually and innovate. On the other hand, low standards can lead to a lack of direction and purpose, leaving employees feeling unmotivated and unchallenged. This can result in poor performance, decreased job satisfaction, and high turnover rates. Nobody wants to be on a losing team.
Innovative approaches to enhance the appeal of the position for today's changing work environment
What worked in the past is not working today. Although harder to manage, hybrid work models provide employees greater flexibility and work-life balance, allowing them to customize their work schedule and location to suit their needs. This flexibility can increase job satisfaction and employee loyalty and decrease burnout and turnover.
Also, hybrid work models can attract new talent seeking a more flexible work environment. Flexible work arrangements can take various forms, such as compressed workweeks, job sharing, or telecommuting. Even something like shift start times can be modified to accommodate employee needs.
If local regulations allow, compressed workweeks enable employees to work longer hours per day but fewer days per week. At the same time, job sharing involves two part-time employees sharing the responsibilities of one full-time position. For positions that work with it, telecommuting can offer a greater work-life balance and increased productivity.
Outside Mental Health Support and Professional Development
The COVID-19 pandemic and its ongoing economic uncertainties have brought significant changes to the workplace, leading to increased stress, anxiety, and burnout among employees. As a result, organizations must prioritize employee mental health and well-being to retain top talent. Offering mental health support and promoting work-life balance can help address these challenges.
Providing opportunities for professional development, such as training programs, mentorship, and coaching, can positively impact employee mental health and well-being. When employees feel valued and supported through opportunities for growth and development, they are more likely to feel satisfied and motivated to stay with the organization. Additionally, offering professional development opportunities can signal to employees that the organization is invested in their long-term success, which can help to increase employee loyalty and retention.
Effective professional development programs require identifying employees' specific personal needs and goals. This can be done through regular check-ins and assessments of their skill sets and areas for improvement...and, as mentioned above, knowing them personally.
Providing resources such as training programs, coaching opportunities, and access to industry events can help employees achieve their goals and increase their engagement and commitment to the organization. I might be biased, but coaching is an excellent idea!
Wrapping up, by building meaningful relationships, setting and maintaining high standards, and implementing innovative approaches to enhance the position's appeal, organizations can improve retention rates and achieve long-term success. Companies must shift to caring for employees in ways they have not before. Organizations must create a culture where we know our employees as a whole person; we must focus on moving back to those pre=pandemic best practices; and we must prioritize employee well-being, growth, and development, as these factors contribute to a positive workplace culture and increased employee loyalty and commitment.