A Comprehensive Approach to Retaining Employees

Effectively conducted exit interviews provide useful insights into turnover problem areas. Many employers routinely administer attitude surveys to monitor employees about matters such as supervision and pay. Sometimes simply asking, “All things considered, how satisfied are you with your job?” can be as effective as soliciting employees’ attitudes toward various facets of the job.

Usually conducted by the employee’s manager, the aim of a stay interview is to head off retention problems by finding out “how the employee is doing.” Unlike anonymous group surveys, stay interviews are one on one, and reportedly provide useful information for reducing turnover and improving engagement. Then, having identified potential problems, the employer can take steps like the following to boost employee retention.

The most obvious explanation for why employees quit is often also the correct one: low pay. Particularly for high performers and key employees, enhanced pay has been the retention tool of choice for many employers. Retention starts up front, with the selection and hiring of the right employees. This refers not just to the worker but also to hiring the right supervisors.

Professionals who feel their company cares about their development and progress are much more likely to stay. Periodically discuss with employees their career preferences and prospects, and help them lay out career plans. In one survey, workers identified “flexible work arrangements” and “telecommuting” as the two top benefits that would encourage them to choose one job over another.

Retaining employees requires making it clear what your expectations are regarding their performance and what their responsibilities are. People can’t do their jobs if they don’t know what to do or what their goals are.