Employee Retention: Whose Responsibility Is It?

Employee Retention

Organizations are very focused on employee retention right now, as they should be. The correct hiring process is not easy, and it takes time and money to train employees. Each new individual also needs time to adjust to their new work environment and their fellow workers. The longer an employee works for an organization, they better they understand and relate to that organization’s culture and goals. This leads to a happier and more productive workforce, as well as a more successful organization overall. On the other hand, organizations with high turnover rates have higher expenses and have employees with low productivity and morale.

Whose Responsibility Is Employee Retention?

There are so many articles out there relating to employee retention and they all say something different. Everything from Human Resources to leadership has been cited as the main source of employee retention. In reality, everyone within the organization plays a role. The talent acquisition professionals, who create the hiring process and make sure the transition from candidate to employee is a smooth one, definitely play a role in employee retention. The managers who coach the employee, the co-workers who work with employee, and the customers that the employee interacts with also play a part in whether the employee stays with the company or leaves.

Tips for Improving Employee Retention

Here are some tips from HR Bartender to help everyone within an organization understand their role in employee retention:

  1. Inform managers that employee retention is a priority and train them accordingly: Sometimes employees need to leave an organization because they aren’t the right fit. However, there are times when an employee leaving can be avoided. Make sure all managers are aware of the importance of employee retention and are trained in your employee retention strategies.
  2. Utilize stay interviews: Stay interviews are designed to help organizations identify what makes employees stay with the company. The information gathered from these interviews lets the organization know what needs to change and what doesn’t. This information can also be very helpful in future hiring.
  3. Develop team relationships: Employees may not always want to talk to HR or management, so give them a way to build stronger internal networks. Consider creating buddy or mentor programs to help encourage peer-to-peer relationships.
  4. Empower employees to solve customer related problems: The first step of this is to make sure the organization as a whole is transparent about their goals, values, and purpose. That way customers are informed and have their expectations of the organization in check. However, there still may be times when an organization does something that upsets customers. To prevent employees from receiving the brunt of that anger, make sure they are trained and fully aware that you trust them to make problem solving decisions.

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