An effective coaching program can increase retention by helping individuals identify their core values and beliefs, share knowledge, acquire new skills, develop new leadership skills, overcome negativity, and open up to others in an honest and supportive way. The first step to any successful change initiative is the honest identification of the problem. Only then can you move forward with coaching to improve retention. A coach will guide you through a journey of self-discovery as you discover the true nature of who you are, what you want to be, and how you want to live out your values and beliefs.
When individuals in organizations have high levels of satisfaction with their job, they are more satisfied with the income they are earning, the level of job satisfaction they are experiencing, and the overall quality of life within the organization. A clear distinction between what people want and need in the workplace can be the difference between success and failure. An easy way to determine whether an organization is on the right track towards achieving organizational goals of increasing retention and delivering true workplace satisfaction is to ask simple questions of staff members to get important feedback about their feelings about their roles and relationships at work. Employee responses to these questions will provide valuable insight into the needs and aspirations of the people who work in an organization.
Motivation is the key to employee retention. If an employee feels motivated, they will be willing to explore and communicate their ideas and concerns, and will try to find a solution for issues. Motivated people know what they want, when they want it, and how to get it. Organizations can take action to increase retention by identifying strong leaders within their ranks who are willing to step up and provide exceptional motivation. Managers can’t eliminate all possible sources of motivation, but by providing clear incentives for productive behavior, they can empower their people to reach their full potential in a way that increases retention.
Organizations that fail to retain talent eventually fall behind the competition and lose their competitive edge. The smartest employers identify gaps in their workforce that may inhibit development of new talent, and address those gaps quickly. A smart hiring strategy not only anticipates difficulties that may arise in the future, but works to minimize the impact those circumstances may have on current and future performance. With some research and analysis, employers can discover which gaps exist in their businesses and develop solutions to fill those holes.
Increases in employee turnover are often a result of ill-defined expectations, poor communication or a mismatch of job specifications. When an organization’s culture fails to create a positive learning environment where knowledge is shared and developed, employee turnover becomes inevitable. By paying attention to the culture and developing quality training sessions, businesses can increase retention rates and avoid high levels of turnover.
An important part of developing a solid and effective working environment is creating an environment of fairness and equity. People thrive in jobs that they enjoy, work in a supportive environment, and are valued for their contributions. A major obstacle to retaining and attracting top employees is the widespread belief that the promotion and advancement of most professionals is based solely on merit, without any need for effort or investment from others. In order to improve employee retention and attract and retain good people, organizations need to adopt policies that encourage and reward contributions and initiatives that will foster a sense of belonging and responsibility within the organization. The first step in this direction is making sure everyone in an organization gets a say in how things are done, so that there is no bias when it comes to assignments and decision making.
Another important consideration for employers seeking ways to increase retention and develop high performing employees is to provide opportunities for progression and growth. When people feel they have a voice in career development and decisions affecting their future, they are much more likely to take advantage of the opportunities that open up in the work place. Creating a supportive environment and providing opportunities for advancement and growth opportunities is an important component of creating a high quality work environment. Employees value meaningful work and are more likely to engage and stay with a company that values their contributions and potential for growth.
Most companies go about their retention policies in the wrong way, assuming that good employees do not need additional training or support in order to achieve career development. The problem with this approach is that most workers don’t see career development as a goal in and of itself, but as a set of tasks they must accomplish in order to keep their jobs. Without providing clear career development goals, organizations risk providing false options that confuse and bother employees rather than motivate and retain them. By providing clear and meaningful work-related goals, organizations can dramatically increase retention and growth opportunities, which improve the quality of the workforce overall.