Retaining your great employees has both immense financial and time-saving benefits. It is also an amazing morale booster. Remember MASLOWS hierarchy of needs? It’s takes more than just money!

This is a 10-part strategy to consider:

1. Compensation: One of the main reasons a person works is to earn money. If people are constantly leaving because of your pay rate and /or employee benefits, you may need to revisit your pay rate, unless there is something else you offer that makes up for that gap. Has it been 10 years since you last gave a raise? What other benefit can keep them committed?
2. Recognition – Recognize What You Want More Of: Recognize achievements and efforts. Reward employees that improve service levels, profitability and team cohesion. Many non-financial rewards exist if you don’t believe in gift cards including verbal praise, recognition at meetings, badges, certificates on office walls, email recognition etc.
3. Work Culture: Promote a conducive, enthusiastic, professional, polite and positive culture so that you attract and retain great employees who understand the importance of that culture.
4. Growth: Don’t rest on your laurels and don’t encourage employees to do so either. Keep challenging them with new opportunities and responsibilities. This sign of trust and empowerment motivates them to see their jobs as exciting, personally involved and growth oriented.
5. Encourage And Use Feedback – The Good Ones: Keep lines of communication open. Include staff in major decisions. Implement a convenient feedback system that works for your business which may be by phone, certain hours in the office or questionnaires.
6. Empower With Limits – And Be Clear About Those Limits: Encourage employees to take some decisions at work as this promotes leadership and tests their decision-making skills. Everyone can be a leader, but everyone does not have to be a manager. Don’t be afraid to give many employees the chance to lead for fear of not making them all managers of a department or branch. Leadership can be personal- of themselves, and their role and their customers. Let them lead in their passion, their service attitude, their giving spirit, their technical skills, their dedication and their willingness to teach that. Limits will prevent overzealous or over-aggressive employees from taking advantage of that opportunity and misusing this power.
7. Invest In Your Employees: Develop, train, motivate and invest in them. Share training material, evolve roles, cross train, share potential career paths with them and make sure they want it too.
8. Go Flex For Great Employees: For excellent performers, consider a flexible schedule as long as it suits your business model and does not conflict with your company’s ability to offer great service.
9. Share Your Vision: Explain your vision to employees so they understand why they do what they do and how all paths meet. It’s the same journey.
10. Introduce Exit Interviews When Employees Leave: For those employees that are polite and professional enough to give you their advance notice before they leave, arrange to have an exit interview about some issues that may help you retain them -or future employees. They may be ideas to consider in the future if not currently feasible due to financial constraints or other resource, legal, strategic or people-based limitations.

Contact Brand Leverage at www.brandleverageusa.com or call us on 763 347 0122 or 763 208 9774.