These glaring findings from a Gallup Workforce Panel Study reveal that more than half of U.S. employees are scouting for a new job.
Job hopping can be an extremely costly affair for an organization when you consider the time and resources that go into the training and development of employees.
Think of all those effective strategies you’ve applied to cultivate strong employee engagement in the workplace.
Job hopping significantly affects the work synergy and results in poor work performance.
Add a major work disruption into the mix and you already have some eager beavers halfway out the door!
So how exactly can you retain high-value employees amid periods of disruption and change?
Start by finding out what these star employees really want at the workplace.
This Gallup article reveals some of the important factors employees consider when taking on a new role with any organization:
- The opportunity to put to use their respective skills
- Better work-life balance and personal wellness
- Greater stability and job security
- A notable pay raise
- Working for a company with a great brand
Despite these reasonable needs, workplace changes are inevitable and their implementation could make or break your company.
Here are three tips to help smoothen your process.
What good is an effective workforce that can’t quite understand your changes?
Communication can be an arduous task for managers because they’re responsible for conveying often sensitive information in the most efficient way possible.
A number of communication theorists, Cheney, 2011; Keyton, 2011; Tourish, 2010; and Lunenburg, 2010, have proposed ten guidelines for good communication.
Use them to form a solid foundation for developing and maintaining an effective set of interpersonal communication skills for HR managers when communicating with employees. Here’s the gist:
- Clarify your ideas before sharing. Start by analyzing the idea to be communicated. Many communications fail at the planning stage. Consider the goals, attitudes, and needs of your employees while framing your message. Is it a new policy on augmenting the otherwise relaxed casual Friday? What are their attitudes towards the existing policy?
- What is the true purpose of your announcement? What do you hope to accomplish? Managers should identify the key aspect of their message then tailor their language, tone, and wholesome approach accordingly.
- Consider the whole human’s wellbeing. It takes more than mere words to capture an audience. Find a balance between your managerial hat and your “human hat” in order to communicate a potentially disruptive message to your valuable employees. Consider the circumstances under which the announcement is conveyed:
- The physical setting; board room or open office
- In private to each employee or a more public announcement
- The preexisting social interactions among employees within a department
- How much the announcement is aligned with or divergent from regular office customs and practices
- Consult with others as needed in planning communications. This could be your fellow managers or reference to feedback from your former employees gathered from exit interviews.
- Consider your tone. Your choice of language and awareness of the nuanced meaning and emotion in the words you use greatly determines your employees’ initial responses. Especially when dealing with a multicultural workforce.
- Convey your message as a valuable solution rather than a command. Phrase it as something of long-term benefit to your employees. For instance, cutting back on company work retreats and putting in a few extra hours temporarily will eventually make room for flexible working hours through remote work.
- Administrators need to follow up on their communication. How do you know your message was a hit or miss? You ask the employees directly! Get feedback from ongoing forum discussions where your employees routinely air their views and suggestions.
- Implement long-term communication. You may not be able to tackle a challenge such as poor performance through a single conversation. So consider curating several targeted messages with employees’ goals and interests in mind. Partner with them in their improvement rather than tearing them down with one conversation. Even high-value employees could do with improvements in certain areas.
- Walk your own talk. Ensure you deliver on your promises. As a manager, this means good supervisory practices such as the clear assignment of roles and responsibilities, fair employee recognition, and seamless policy enforcement.
- Keep the feedback continuous. Just as disruptive periods are frequent, your employees’ feedback on various changes is inevitable and should be welcomed. Encourage informal questions and discussions and avoid jargon.
Address Gaps With Learning
So you’ve communicated a new policy, great!
How do you ensure your employees fully comprehend its intricacies for effective implementation?
You make all the details available to them on a public platform that they can access anywhere, anytime.
In steps, online training!
As the best Learning Management System, World Manager offers a host of products that will allow you to create a customized learning experience for your employees.
Use the Train and Develop suite to generate slides and tests on interactive landing pages that are sure to keep your employees engaged.
You can also track your employees’ progress so that you can gauge the effectiveness of the training and offer help whenever people get stuck.
With online training, seemingly lackluster policies can quickly go from drab to fab!
Worried about completion rates? Learn how to boost completion rates for employee training here.
Not quite convinced? Movement For Life tracks staff training progress in multiple locations with the Online Training tool. Here’s their experience thus far:
“The feedback has been very positive. New employees like the idea that they can track their pre-employment paperwork and have some idea of the company structure, objectives, vision, and mission prior to entering the workplace.
Less experienced employees feel that they are brought up to speed on the required clinical skills faster, and have opportunities to review their learning as they choose.
Meanwhile, more experienced employees have clearer pathways to follow, helping them navigate through the vast quantity of professional development opportunities and achieve their desired goal faster.”
Don’t hold back, implement gamification features to make learning more inspirational and fun for adults. You can create a leaderboard so that employees engage in some healthy competition all while internalizing the important information.
Who said you have to wait for the annual appraisal? Go ahead and reward your employees’ efforts in completing the online training program to boost their morale. Jurlique is already maximizing on this not-so-hidden secret:
“Feedback from our teams is that the ability to complete training modules on their mobile devices is one of the greatest improvements for them. We incentivize our teams with Jurlique products for completion rates.
Now, all team members have the ability to complete new product training modules wherever they happen to be, which gives them more opportunities to be rewarded. It helps to ensure that we can keep our team up to date with the latest information and training.”
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Provide Opportunities for Development
Create reasonable pathways for development so that your star employees picture a long-term future for themselves at your organization.
Introduce ongoing learning that leads to professional certification. Be sure to verify whether it is recognized within various industries and countries. This provides your employees with more opportunities to switch roles and progress in their careers.
Of particular importance to millennials is job-hopping, which is incredibly common in today’s work landscape. Four job changes by the age of 32 is the norm for many.
Bridge gaps between different departments by equipping the young with numerous transferable skills, thus creating a harmonious and innovative work environment.
Some of the benefits of transferable skills are enhanced skill levels, independent thinking, clear problem-solving, and overall output.
Invest in the young and ensure your company stays relevant in this unpredictable evolving digital era!
A more common phenomenon is exit interviews, whereby employees provide constructive feedback to the organization before terminating their employment.
But have you ever heard of “stay interviews”? Aside from periodical check-ins, retain your high-value employees by conducting stay interviews as recommended by Elizabeth Malatestinic, a senior lecturer in human resource management at the Indiana University Kelley School of Business.
“With stay interviews, managers have periodic discussions with their employees to determine how they are feeling about the organization, asking questions such as, ‘What motivates you to stay here?’ ‘What might cause you to leave?’ ‘Do you feel that you are challenged?’ ‘What changes would you make to your job if you could?’” she says.
“The answers can be enlightening and can provide managers with frank feedback that might enable them to retain someone who might otherwise leave.”
Valuable employees require just as much effort to retain as they do to hire. Are you willing to invest in their long-term retention? Book a demo today!