In action for retention

Have you just received the resignation of a key employee for a company that “offers better pay”? Phew, so many emotions! You then lose a trusted person, strong expertise within your company, as well as a relationship developed with your customers and external partners.

Don’t be fooled. Having carried out hundreds, even thousands of exit interviews and selection interviews, the employee rarely leaves for a better salary. The most common real reason:  a lackadaisical management style and a lack of follow-up or communication. Employees don’t leave companies, they leave their managers.

So, how can we prevent these departures of expertise and where to start?

54% of Quebecers are considering leaving their position. [1]

More than 50% of employers say they have taken no action to improve workers’ mental health during the pandemic.[2 ]

Take the time to get to know your teams and employees

What are the interests of your employees? And their needs? How do they like to be appreciated now, in these special times? What ideas have they had recently to help your organization evolve? Have you used them and recognized them? Otherwise, why not?

Was your last survey in 2019 or earlier? The times have changed. Survey your employees to find out what they value today, what really motivates them, and what would meet their current needs. According to Hays Canada, the lack of social interaction, isolation and loneliness are the main challenges facing Quebecers in terms of health and well-being at work today.

Communication is even more important in these times of change. As a team and individually, take the time to discuss and listen to your colleagues.

Take your managerial courage in both hands

You’ve had to make some tough decisions lately. We are continuing this positive momentum.

  1. Inform your employees of the organization’s goals. As a team, establish SMARTER+ objectives aligned with strategic orientations. Delegate to them the responsibility for monitoring results and ways to adjust. They will be contributors to your recovery or to supporting your meteoric growth.
  2. Create meaning at work for your employees and benefit from their full potential: their natural talents, skills and knowledge.
  3. Create meaning at work for your employees and benefit from their full potential: their natural talents, skills and knowledge.
  4. Grant promotions to employees who really have the skills, resolve work overloads and internal conflicts!

You may not get a second chance

Employees who are loyal to their employer feel fairly paid, recognized for who they are and what they contribute to. They feel involved in decisions and supported in the development of their skills and their profession.

Confirm to them that they have an exceptional place in your organization, and that their conditions are fair with the market and with your financial capacity. If they are offered “better salary”, you will have ensured that doubt does not hover in their minds!

SOURCES:

[1] Hays Canada (2020) 2021 Canada Salary Guide, www.hays.ca em>, 81 p.

[2] Hays Canada (2020) 2021 Canada Salary Guide, www.hays.ca em>, 81 p.

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