¿Cuáles son las mejores ideas para la retención de empleados?

Reconocer a los empleados con agradecimientos verbales y apretones de manos les ayuda a sentirse apreciados.

Una fuerza laboral estable es uno de los mayores activos que puede poseer cualquier empresa. Al retener a los empleados a largo plazo, la empresa facilita que los clientes establezcan una relación y confianza con las personas que trabajan dentro de la empresa, incluso cuando esos empleados crean un entorno de trabajo cohesivo y de apoyo. Si bien hay muchas ideas de retención diferentes que funcionan bien, la mayoría de ellas se centran en tres conceptos básicos: comunicación, validación y apreciación.

Muchas empresas hacen un buen trabajo al comunicar información a los empleados mediante un tablero de anuncios en la sala de descanso.

No se puede subestimar la importancia de la comunicación, una de las ideas clave de retención. Muchas empresas hacen un buen trabajo al comunicar información a los empleados, utilizando métodos como un manual para empleados actualizado , boletines informativos de la empresa e incluso un tablero de anuncios en la sala de descanso. Para las empresas que realmente quieren retener a los empleados, esa comunicación debe ir más allá del enfoque de arriba hacia abajo y proporcionar mecanismos para que los empleados se comuniquen con los supervisores, gerentes y entre sí de manera que fomenten un espíritu de apertura y trabajo en conjunto. Las ideas de retención como esta comunicación bidireccional ayudan a garantizar que nadie se sienta como un extraño y que todos se sientan libres de participar en las discusiones.

Effective training and mentoring of new hires encourages employee engagement and retention.

Another of the most important retention ideas has to do with validation. Here, the focus is on affirming or validating the contributions made by each employee to the success of the company. Everyone likes to feel that what they do makes a difference, and taking the time to identify specific ways that employee actions strengthen the company will provide that level of affirmation. Many employers overlook the small things that employees do, but savvy businesses know that acknowledging that the employee who recycles used copy paper into scrap paper for notes and similar uses is saving money and will make it a point to acknowledge that contribution.

Offering tangible performance rewards may help improve employee retention in the telemarketing industry.

Along with validation, appreciation is also one of the most important retention ideas. Some people confuse the two, assuming that validating a contribution is the same as expressing appreciation. While that may be implied, it is important to go one step further and express that appreciation after acknowledging the good work an employee is doing. As with most retention ideas, the purpose behind expressing appreciation is to reinforce the understanding that the employee is wanted and valued, and encourage him or her to remain part of the team over the long-term. Something as simple as a handshake, a smile, and verbally thanking the employee will go a long way toward boosting morale and strengthening ties between employer and employee.

When and as possible, tangible performance rewards can also motivate employees to remain with the company over the long-term. Retention ideas of this type may include an annual bonus, pay increases when the financial condition of the company merits the activity, or even something relatively inexpensive like providing the employee and the guest of his or her choice with an evening at a nice restaurant. When coupled with the positive feedback in the workplace and the ability to discuss anything with managers and supervisors, these tangible rewards can go a long way toward motivating the employee to remain with the business and continue contributing to the success of the company.