Increasing inflation, the lingering after-effects of a pandemic, massive disruptions to shipping and factory operations. All these factors (plus more!) have made burnout and employee disengagement at an all-time high, at every age in every industry.
Maybe you’ve noticed the lack of connectedness within your business or the weak and monotonous work culture that has somehow permeated your business.
Not only does this create overall low morale, low-profit margins but makes keeping your best people. When things gets tough, people will always reasses and look at everything with a fine tooth comb and take a look at what is important if they are happy. And you want your people to understand that they are important to you and your business.
Here are some ways to convey that message loud and clear:
1. Flexibility is the key
Gone are the 9-5 days, of sitting in a physical office. COVID-19 has changed the way most employers and employees think about work. On top of a pretty horrible pandemic, people have prioritise spending time with loved ones and having a good work-life balance.
If your company is able to offer this flexibility to employees (ahem, office workers), not only will this increase employee satisfaction but the hybrid approach still goes a long way in improving employee satisfaction, and therefore, retention.
Work flexibility is now shown to be one of the top things potential employees look for when applying for a company or a deciding factor when choosing one company over the other.
Some 60 percent of all employees prefer a mixture of in-office and remote work. Consider giving employees the flexibility to choose their split in a bid to retain them.
2. Give your employees more learning and development opportunities
After quitting a boss, usually, the next reason people tend to leave their company is stagnation or they see the difficulty of moving up or the lack of opportunities to grow at all.
Upskilling particularly in an area that serves employees better at work is beneficial for both team members and employers. Not only does the business benefit from extra skills and knowledge, but employees also are rewarded for it, be that through recognition or salary increases.
So think long-term for every employee. When hiring someone new or looking at your current role call employees always ensure that every employee in the company has a fair career progression opportunity based on their performance.
3. Employee benefits and perks they actually want
Many companies treat employee perks as something to tick off their job advertisement checklist. As soon as their new team member is onboarded, perks are the last thing they want to think about. That comes at a detriment to your retention.
Flexible schedules, parental leave, sick leave, and remote work are now not so much perks, as they are expectations and your policies and practices need to keep pace.
Wellness programs that include stress management and fitness are popular as is anything that promotes a healthy balance between work and home life. Stay connected to your employees’ needs and expectations and adjust your workplace for maximum engagement and morale.
About the Author:
Amy Miocevich is an Australian author of Very Good Marketing, director of her company Lumos Marketing and a mum. Amy has a plethora of business knowledge and experience helping individuals across all industries over her professional career. She has a deep and innate passion to help small businesses achieve their Big Hairy Audacious Goals, whatever they may be. When Amy isn’t busy working or waking up at 5 am to run, she is probably eating ramen or wanting to eat ramen. Say hi to Amy at firstname.lastname@example.org.