Keep Your Employees
Employees are an amazing resource. As they put in years they gain an incredible amount of knowledge. Not just the technical aspects of the job but all the little mostly unnoticed I’ll call little things. However these little things make life easier and are rarely talked about. The location of needed keys, the rolodex with all the numbers, where certain files are located, who to get answers from, which lights go off at what time, locking things up, the best vendors, and mostly the relationships people have with others that get things done.
As the economy recovers, some members of your team may be on the prowl for other jobs. They may be looking at deep-pocketed competitors who can pay them more. They may be looking for something different, or they may be tired of hearing “No”. But you want to keep these people. And more pay is not always an option. We also know pay is a short time motivator.
What can you do?
One of the answers, according to a recent Accenture survey, may be pretty simple: give people flexible work arrangements. Accenture’s recent survey, done in advance of International Women’s Day, found that more than half of executives are dissatisfied with their jobs. Yet 64 percent cited flexible work arrangements as a reason to stay in a job that’s not ideal. There are lots of things we’d like to have in our jobs: high pay, good perks, opportunity for advancement, challenge, great coworkers, praise, plus success at work. But there are also lots of things we’d like in the rest of our lives: the ability to skip the commute on occasion, to work later one day so we can take a Friday off or other day off. A flexible arrangement has a lot of appeal bucks to people — even if they’re working the same amount of hours overall.
Employees need and want to feel supported. They like attention now and then. They want their manager to notice the work they do. They want to feel that what gets done —matters. This is about the relationship the manager has with the employees. Employees notice when a manager is never around, or comes in only when something goes wrong. They are very aware of a manager that is uninvolved. The reason for this is because they want a manager who is part of the team, one that leads, and one that cares. The top reason people leave jobs is because of their immediate manager.
So keep those employees you have invested so much in. And yes there has been a real investment every time an employee is hired. Ask them what would make the job better. Get some ideas and it may be just as simple as a flexible work schedule. Treat them well with the respect they deserve .