7 Points On How to Stop Losing Good Employees

 7 Points On How to Stop Losing Good Employees

In a competitive job market, how can we keep our top performers? It's an age-old question, and below are some tried-and-true tips and secrets I've learned from great leaders. How do we ensure that we get a return on our investment after spending time and effort training employees and watching them develop into top performers? When employees abandon their development, it is a painful loss.

When employees take their developed skills to competitors or elsewhere in general, it is a painful loss. Retaining top employees entails much more than just pay.I have come to value specific retention and engagement tools over my years of experience as an HR Leader, Leadership Instructor and Facilitator, and I am pleased to share my top ten. Making others stronger and better is part of being a leader. I've had the good fortune to gain knowledge from mentors who have lavishly shared their industry standards with me. The best leaders, in my experience, are the most generous with their knowledge.

 

Show Genuine Care and Concern:

 Because we spend such much time at work with our employees, managers and leaders who can connect with their teams are more likely to win hearts and minds recognize Contributions and Excellent Work: Everyone enjoys being appreciated and recognized when their efforts merit positive feedback. When new employees join your company, ask them if they prefer to be acknowledged. This allows you to personalize appreciation displays. The fact that you took the time to learn about their individual preferences demonstrates that you care.

 

Make and Disseminate Development Plans: 

Assist your team in establishing broad and individual goals in order to identify areas for improvement. This can be accomplished through daily feedback, performance evaluations, and/or leadership evaluations. Set both broad and specific objectives. As a leader, you have the ability to positively influence your team members. Take advantage of opportunities to coach employees to be reflective and to come up with their own solutions without micromanaging.

 

Develop Your People Skills and Emotional Intelligence: It is critical to work on your people skills and emotional intelligence. Request feedback from people you trust, and challenge yourself to be reflective of areas where you excel and areas where you need to improve. There are numerous books on Emotional Intelligence. Travis Bradberry and Jean Greaves' book Emotional Intelligence 2.0 is one of my favorites. It includes an assessment so you can assess areas of your own development. After reading the book, you will be given a second chance to complete the assessment to see how far you have progressed.

 

Delegation can be used to challenge and stretch your team members:

 It is a management tool that can be used to increase efficiency, as well as a leadership tool that can help you develop your team members. Assign tasks based on the level of expertise of the team member who will carry out the task, and give more autonomy to more knowledgeable employees and employees who possess necessary expertise.

 

Frequent Check-Ins:

 The current trend is for frequent check-ins to replace problematic one-time annual reviews. I agree that it is critical to check in with your team members on a regular basis. It's worth noting that I use the term "Check-In." This is not the same as "checking in on." Check-ins are useful if they are used as opportunities to provide and receive quality feedback. Celebrating individual team members' life events, such as marriage, having a child, work anniversaries, and birthdays, demonstrates to your team that you care about them as people, not just what they can do for you. While I am all for boundaries, I believe that showing your human side is beneficial, and if you experiment with it, you will most likely receive positive feedback.

 

Encourage Teamwork:

Coming to work is a pleasure when you are a member of a well-functioning team. the importance of trust, productive conflict, commitment to the team and goals, the presence of accountability, and, ultimately, a team that strives for results are very important points.

 

Connect Employees to the Big Picture: 

In order to achieve maximum engagement, employees must understand how their work contributes to the company's goals. Every job is important, and employees should be made aware of how their contributions contribute to the overall success of the company. Make Pay-for-Performance Legitimate: I saved compensation for last because it has been shown to have little impact on employee motivation and performance. However, if compensation is perceived to be unfair, it may serve to demotivate and disengage employees. High performers want to know that they are being recognized

for their outstanding contributions.