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Retention Reality Check
People Quit Managers, Not Companies

A recent article in Training magazine brought to mind a thought that we sometimes tend to overlook. People usually leave a company because of management, not because they dislike the company.

The article states that people quit managers, not companies, that is why it is so important for managers to monitor the five key drivers of employee satisfaction and commitment, and why managers have the skills to monitor those satisfiers.

The five key drivers of employee satisfaction are:

  1. Make sure employees understand how their jobs contribute to the execution of the organization's strategy and the achievement of its goals.
  2. To the best of management's ability, employees jobs have to be meaningful. One of the things employees want is the opportunity to improve their skills. This can be done by encouraging individual development.
  3. Make sure employees feel like they are part of the organization through collaborative team environments, open communication, and knowledge sharing. This is not as easy as it sounds.
  4. Make sure the employees believe the organization is committed to the employees work/life balance.
  5. Make sure employees receive competitive wages and benefits, as well as recognition for good work.

How do we keep these five key retention strategies fresh and vital? This is a challenge, employees recognize insincerity quickly and like trust, a reputation can be destroyed by a comment and take years to rebuild.

 

Some suggestions are:

Help employees understand how they contribute to the organization by making the Mission and Vision statement a vital part of employee meetings. One company in this region starts every meeting with the Mission statement  and how the subject of the meeting plays a role in the organization's success.

In production areas it is difficult to make repetitive work meaningful. However you might think about using a work area safety team with a facilitator to get people in the work area to develop safety solutions to nagging problems. If handled as a  team approach, using perhaps one hour per month, employees can feel involved in their area and have a stake in feeling secure.

Teaching supervisors and managers behavior recognition techniques can go a long way toward developing successful operating relationships. This can be a first line demonstration of the company's commitment to an employees work/life balance.

Most often wages and benefits are competitive. If not you may use a skill development program to redress wage issues and yet gain improved skills in the workforce.

Finally, recognition in the form of Employee of the Month, Quarter and Year is a good program. Posting good deeds and promotional data is another good form of recognition. Almost anything that gets employees in front of their fellow employees has value.

Tom Floria, Director

The Solutions Group

Contact The Solutions Group if you have any questions, we are available to help you develop a strategy.