How Can I Keep My Best Employees from Quitting?

Retention is critical for an organization’s success. When you can keep your best and brightest on staff, productivity tends to be higher. In some cases, morale may even improve since you have a capable and dedicated team. Additionally, you may create an environment where innovation thrives. You’ll also need less hiring support in Akron, Ohio.

But figuring out how to keep your best employees from quitting isn’t always easy. Luckily, there are a few simple things that you can do that make a big difference. If you don’t know where to begin, here are some tips that can positively impact retention.

Support Professional Development

Many employees have aspirations beyond their current role. If their employer can help them achieve those goals, they are more inclined to be loyal to that company. Plus, professional development opportunities means presenting them with healthy challenges, something that boosts overall engagement.

Ideally, managers should seize every opportunity to help their employees grow professionally. Whether this involves formal training, mentorships, or on-the-job skill building is less relevant than having the chance to boost their capabilities. Any format can work as long as it leads to growth.

Have an Attitude of Gratitude

Appreciation is critical if you want your best employees to stay on board. Without proper recognition, your team may begin to feel unnoticed and undervalued. If that occurs, your top performers will likely start to look for positions elsewhere.

Employee appreciation can be as simple as a heartfelt “thank you.” However, you also want to go beyond that regularly, ensuring major achievements are acknowledged in a way that aligns with the significance of the accomplishment.

Promote Work-Life Balance

Most employees want better work-life balance. As a result, they’ll favor employers who can make that possible over those that don’t.

While most professionals are comfortable with occasional work-life balance disruptions. One week a year with mandatory overtime to bring a project home isn’t often an issue. However, if that disruption remains long-term, such as by requiring overtime every week or month, your best and brightest will start heading for the door.

Similarly, if you expect your team to be “always-on,” requiring them to answer emails or phone calls at all hours of the day and night, that hinders work-life balance. Some of your top performers will ultimately grow weary of that arrangement, particularly if it isn’t a norm for their field. Once they’ve had their fill, they’ll seek out opportunities elsewhere.

Managers need to find ways to promote better work-life balance. Make it clear that you don’t expect them to be “always-on” if it isn’t absolutely necessary for the role. Additionally, support telecommuting and flexible scheduling, if possible. Not only can these support work-life balance, but they often lead to productivity and morale boosts, too.

Finally, make sure you are fully staffed. With a complete team, overtime may be less necessary, and that can go a long way.

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