Staff retention can be vital to the success of a business. Ask your history teacher about the Mary Celeste and they’ll explain why the ship didn’t get very far.
Not only does employee continuity make for a more cohesive and constructive workforce, it harnesses the full force of individual knowledge and experience.
Sadly, some HR Managers struggle to get to grips with employee motivation – and this can lead to poor attendance, transfer requests and even resignations.
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Whether you’re an HR Manager or HR Assistant, it’s vital to be able to recognise when alienation is a concern and know what you can do about it.
A warmer welcome
HR pros are responsible for understanding new employees’ needs. This means not only learning about their professional and personal background right from the interview stage, but also monitoring how they’re adapting to their workplace.
Close assessment and follow-up meetings by HR can help new starts feel they’re being given a proper welcome and their role is being supported.
A deeper understanding
People management is an important part of HR and to do this you need bucket loads of empathy.
Employees may share the same qualifications and work experience but chances are they are from incredibly varied social backgrounds – which means they’ll approach or react to different situations in many different ways.
Strive to develop a deeper understanding of what actually drives an employee’s behaviour and discuss what kind of conditions they need to enjoy work and thrive.
A more focused approach
Failing to offer everything staff need to stay motivated – and stay with the company – is a surefire way to alienation.
Conversely, recognising strengths and matching them to work activities puts the right people in the right roles and the right frame of mind – one where they can use their natural skills to achieve success.
Having this more focused approach creates a workplace where people experience the satisfaction of making a difference.
A longer-term strategy
A primary reason why employees abandon jobs is because they believe they have no career prospects.
If managers and HR don’t offer options for promotion or leave enough space to develop skills, chances are workers will look elsewhere for the space and freedom to grow.
Put positive plans in place for uptraining and experiencing higher-level tasks.
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