1. Balance work and your personal life. HR professionals must be aware of the trends that impact efforts to recruit and retain talent employees. The application of work-life balance to a person's successful work-life-life and personal lives was not as important as it is today. This is because in the past people were able to easily attend to all major roles in their lives. Family is very important to all of us, when work begins to put a significant strain on one's family no amount of money will keep an employee around. So a small gestures of allowing an employee to take an extended leave once a month to watch with his daughter's or son's schools activity will likely be repaid with loyalty and extended employment with an organization.
2. Compensation package competitive
Higher salaries" Money remains the main reason employees seek to make a difference. We all want to feel we are being paid fairly and appropriately for the work that we do. So be sure to research what other companies and organizations are offering in terms of salary and benefits. You should also research the standard compensation package and benefits available for your position. This includes retirement, health and dental insurance, vacation days, paid vacation, and other benefits. So that your team doesn't go looking for better compensation packages, you must ensure that the company's compensation package remains competitive.
3. Treat each employee with respect and as an individual
Respect each employee and treat them as individuals. Recognize their contributions to the team in front of managers. This can reduce the tendency for employees to feel that their supervisors take all the credits. Know how to recognize your staff, not all employees want to be singled out at a gathering of hundreds of peers. Each generation's approach to recognising team members is different. It is possible to humiliate a babyboomer unintentionally by having them stand before their colleagues while talking about recent achievements. However, a Younger Generation will appreciate the opportunity. A simple "thank you" or "nice job" or a pat in a back given in regular basis or frequency can significantly boost employee morale. Often times a team member will greatly appreciate the time you spent to find him at his desk and deliver the message personally.
4. Positive Work environment
While benefits and compensation is important, the top reasons employees leave companies are toxic workplaces, unorganized work environments, difficult bosses, and poor co-workers. Employees want a clean and organized workplace where they can perform well. Physical barriers can prevent employees from being able work efficiently and cause stress. You should arrange the things so people can easily access the resources and people that they require. This normally works best by organizing workspaces around the people operating the process, or the types of work that they do. This is so that people can do their jobs as easily as possible. Some employee need a personal space but none is available, try blocking off areas with furniture, screens or blinds.
Plants can soften noise if it is an issue. You should explain this to your employees and highlight the benefits of the changes. As it is said, "bad bosses" are responsible for people losing their jobs. Supervisors are the most influential factor in team members' development and organizational success. All employees want to have Boss who's respectful, courteous, and friendly. Workers are more likely to remain with a company if they have a good and positive work environment.
5. Eliminate favoritism
The "inner circle club" or "good ole boys", can cause an unpleasant organizational culture. They can also promote bitterness among members of the team, which can have a devastating effect on valued team members. Employee favoritism can lead to negative results. The following ideas are indisputable. Why do this if others will not? Why do I have to work so hard if I am not recognized? If they don't treat me fairly, why trust them?
The result is a decrease in employee productivity, morale and relationships with their managers. This can lead to disengaged workers which will eventually lead to disengaged clients. It is important to treat all employees with equal respect and to avoid any favoritism. Individuals want the perception that everyone is treated equally. Design or create a policy.
6. Communication and availability
Human Resource department must be responsive to employees' concerns and questions. The HR department in many companies is seen as the policy making arm. In fact, in forward thinking HR departments, responsiveness to employee needs is one of the cornerstones. Listening to your Employees is an easy way to achieve this. Offer them constructive feedback, both positive as well as negative. Communicate clearly your expectations, goals, as well as the new rules that will be used.
Tell them what is expected. Get them involved. Let's face facts. Employees want face-to-face communication with their supervisors as well as their managers. They feel valued and recognized when they communicate with their managers. Managers may have many responsibilities and a limited time. The main task of a manager is to support their peers in achieving success within the organization. This is how managers can lead their peers to success in the organization.
7. Employee empowerment
Empowered personnel feel more in control and take ownership of their work. They are also more likely to be recognized for their ideas. Employers that give employees the power to decide what and how it is done and that recognize their importance to the organization will see a significant increase in productivity and reduce complaints. When employees think that they need their organization as much as the organization needs them, that need became best appreciated more than a paycheck and all benefit package that made them to stayed and remained at the company longer.
8. Placement of the Right Talent for The Right Job
The ability to place the right talent in the right job dramatically increases employee retention. It also helps reduce costs by improving business operations. Discover the way in which you can improve your employees, place them in environment that they can be truly useful. A car behind glass may look like a pile of metal plastic or glass, but it is a car being pushed. Same goes for people. Once they are developed, they should make their world a better place. Don't forget to give them training, offer them advancement opportunities, and payscale help them transform a job in your company into a profession.
9. Celebrate success, small and large, and make it fun at work.
It's a great way for employees to celebrate small successes.
10. Workplace flexibility
Flexible scheduling is important to boost employee morale. Flexibility in the workplace is difficult to manage because it must meet operational requirements. However, flexibility must be managed. The policy on flexibility should be clearly defined so it can be applied in a manner that will ensure its good intent is not lost.