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3. Go Beyond the Suggestion Box
HR talking heads spend hours conducting research on what makes employees happy. But why not go straight to the source and ask your people directly?
First, your employees will be delighted that you actually requested their input. Second, they will undoubtedly provide some specific, doable ways in which you can improve their work life—which means they’ll stick around.
So, conduct those ongoing employee surveys. Hold focus groups on specific topics. And make sure your managers check-in regularly with their people. Keep the communication lines open.
4. Recognize Your Employees’ Successes
Humans need recognition. They crave it. Don’t kid yourself: when your employees do a great job, they’re hoping you’ll notice. Unfortunately, when it comes to employee recognition programs, many employers poo-poo them. Big mistake!
Implementing a robust employee recognition program won’t take a ton of time or money, but it will boost engagement and, by extension, retention. Public recognition, a modest reward—extending a little appreciation will go a long way.
5. Say “I Love You” …with Benefits
Chances are, you already offer a competitive benefits package. But how about focusing on benefits that explicitly show employees you care about their happiness quota?
For example, voluntary pet insurance is a popular add-on benefit. If you don’t already, why not offer it? Better yet, throw in a few days of “pawternity leave” for employees who adopt a rescue pet or are caring for sick furry friend. Now, that’s a statement!
The same goes for offering financial wellness programs, since finances are a major source of stress for most Americans. And how about providing a paid volunteer day or two, encouraging your people to pursue their passions?
And of course, you offer relocation benefits, don’t just pay your employees’ expenses, take care of them throughout the process. Ensuring that employees have a smooth, worry-free relocation experience not only gets them off on the right foot, but will earn you their enduring loyalty.
At the end of the day, you do hold the power to prevent high turnover rates. It’s as straightforward as nurturing those relationships, investing in employee happiness, and showing that you care.
It doesn’t take a ton of insight to recognize that employees who feel appreciated and cared for aren’t going anywhere