In the hiring process, we tend to think the job is complete when a new employee signs his or her contract. In reality, that’s where the work starts. The hiring process is long, drawn out, and often wasteful. Lots of that energy can be saved by merely focusing on retaining employees with high-potential. Meaning, instead of doing the bare minimum and losing a disengaged employee to a more exciting venture, companies should implement processes that encourage interaction, bolster workplace satisfaction, and lead to growth among current employees.
Review and Repeat
We’ve said it before and will certainly repeat it: consistent, constructive feedback is essential to workplace satisfaction. While many see reviews as a stress point, in reality, it’s a great time to let an employee know what they’re doing right, and what might need more work. An employee performance review is a time for reflection as well as goal setting.
When giving constructive feedback, also remember to highlight where an employee is succeeding in the workplace. Often feedback can come off as overly critical, making it challenging for employees to see the positive in the experience. While feedback is necessary, remember to be constructive, and focus on continuous improvement instead of dwelling on past mistakes.
To ensure that this process is useful, make it a point to talk about feedback cycles in the talent acquisition process--how does this potential hire take feedback, how do they prefer to be communicated with?
A key to retention is an employee being able to see a future in his or her current workplace. Goal setting is a great way to set stakes and help employees realize their potential for growth within the company. Hand in hand with feedback, achieving a goal is an easy way for people to know they’re succeeding in a role.
Goal creation should be a collaborative effort that includes the employee, manager, and even a corporate coach where applicable. Bringing in outside assistance can shed light on what’s achievable, what’s a stretch goal and what the big picture looks like. Without a specific metric in mind, hitting a target becomes murky and can be discouraging. Setting a goal that can be measured and met will grow employee confidence by leaps and bounds--making them happier, and therefore more likely to stay on in your workplace.
Employee recognition is often a function of workplace culture. We might think a high-potential employee is doing a great job, but do we take the time to let them know? If an employee’s confidence is wavering, it’s not uncommon for them to start looking for other jobs.
When we think about loyalty in the workplace, it often measures how loyal an employee is to the company, not the opposite. How do you make employees feel secure in their positions? How do you express loyalty to teammates? The response might be positive feedback or a bonus, but there’s not one single solution for showing employee loyalty. In many cases, an executive coach can help highlight culture changes that can foster a more supportive and loyal workplace culture.
Building a strong team is essential to the success of workplace, but retaining that team is doubly so. By shifting efforts to satisfy your current team, you can ensure a higher retention rate and a desire to grow within the company. Of course, hiring is a natural part of the work process, but don’t forget to prioritize the team you have as well.
Is employee engagement low at your organization? Get them excited about the workplace by offering your employees career training and development. The most effective way to improve skills and take careers to the next level is through individualized, personal instruction.
Ace-up’s coaching can help managers improve their leadership style – or help employees bolster the skills they need to feel more engaged at work. Learn more about our deep bench of experienced business coaches by talking to an Ace-up representative today.