Three Things Leaders Must Do to Retain Top Talent
By Jeff Herzog, President of FPC National
As the Great Resignation continues to reshape the workforce in the United States, companies are struggling to replenish their teams with high performers, leaving them woefully shorthanded and unable to meet the day-to-day demands of their businesses.
While some of the defections are due to changing employee priorities, others are a direct result of the failure of leadership to create an environment that promotes long-term loyalty and retention. As Marcus Cunningham said, “People leave managers, not companies.”
The good news is that by adopting a new approach to leadership, companies can not only attract high-quality employees, but they can also slow or stop the resignation of key personnel. Here are three sure-fire ways leaders can promote long-term retention:
Focus on Relationships
The quality of workplace relationships is one of the leading factors that dictate job satisfaction and retention. When employees have healthy relationships with their coworkers, they are more engaged, productive, satisfied, and loyal. While friendships often form organically at work, it’s important for leaders to develop a culture that promotes teamwork over competition, collaboration over silos, and open communication over secrecy.
This is especially important in hybrid and remote working environments, as opportunities to bond, build friendships, and share positive interactions around the water cooler have diminished significantly. While communication and collaboration are more challenging when working from home, leaders must still find ways to foster cohesiveness and maintain culture.
Focus on Well-Being
The pandemic has exacerbated issues that have been brewing for many years. Many employees feel they are overworked and undervalued, which results in increased levels of stress and anxiety in the workplace. Leaders who check in regularly with their employees and inquire about their well-being are more likely to identify and address issues before they become problematic.
It is important for employees to feel that they can approach their managers about mental health concerns without fear of being penalized or ridiculed. Sometimes slight adjustments in work schedules, processes, or deliverables can result in less burnout and greater overall job satisfaction.
When was the last time you stopped by an employee’s desk or sent a private message on Slack just to say, “How’s it going?” That simple question can go a long way in making a stronger connection and fostering retention.
Focus on Personal and Professional Growth
When employees feel that they are continuing to learn, grow, and evolve in their jobs, they have a greater sense of excitement and joy at work. Offering ample opportunities for professional development, new skill development, and job-related certifications is an effective way for leaders to keep employees engaged and interested at work. It also demonstrates that the company has an active interest in promoting continuous career growth while empowering employees to advance their skills and their value.
In addition, when leaders create opportunities for employees to pursue their individual passions, they are building an environment that leads to personal satisfaction, which goes a long way in keeping employees happy, engaged, and productive.
Following the steps above can help your company optimize loyalty and avoid the fallout from the Great Resignation.
Focus on Recruiting
The process of promoting employee retention begins with the recruiting process. When your company starts off on the right foot and hires the perfect fit, you are setting the stage for a long and mutually beneficial relationship.
With expertise in securing top talent for companies in diverse specialties, FPC has been helping organizations built powerful, loyal workforces for more than 60 years. Reach out to your local FPC office today and see how we can help find your perfect match.