Employee retention is the key to long-term success in any organization. Managers who recognize this fact at all times try to maintain the very best expertise with the company. They know that recruitment and placement reduces their company profits and they therefore look for the very best retention strategies with a view to increase the tenure of the workers with the organization.
This potential to convince the staff that attrition isn’t at all times obligatory isn’t an easy option. Many organizations nevertheless incur recruitment prices very often because they do not have people management skills. Once they employ, they don’t work hard to ensure that they keep the so much sought expertise they have acquired.
Staff leave the organization for varied reasons. A few of these reasons embrace medical reasons, retirement or firm closure. These factors cause voluntary attrition. Other reasons that make retention an issue is a scarcity of recognition for workers, poor job match, financial incentives, lack of promotion, lack of motivation and stagnation. Staff wish to grow and advance in your group and while you deny them the chance to climb the profession ladder, they choose out.
When employees realize that the organization doesn’t recognize their efforts, they might change into demoralized and decide to look for jobs in other organizations. Besides a good pay, staff feel content material with an employer when he/she acknowledges their contribution towards the achievement of the corporate goals. Poor job fit causes employees to depart the group because the staff might not fully ‘fit’ with the group’s culture and therefore the worker will at all times really feel unwanted and that their output not really needed.
There may be a case of poor match between the person and the job that they’re doing. For example, to be a public relations officer, one must have mastery of communication, be nice and courteous. A person who lacks these fundamental qualities won’t perform a public relations job competently and would possibly subsequently resolve to leave.
Poor work relations with different colleagues may also cause staff to depart an organization. This may end result to isolation of the affected employee and he/she would possibly consider leaving for an additional organization.
As an employer, it is advisable to consider the above factors when working out a retention strategy. This is because you do not want to have frequent recruitment and selection processes as these are pricey to the organization.