Jun 25, 2020 11:00 AM EDT
If you own a company or operate one, you know that a high turnover rate is something you want to avoid. If there is constant turnover, you or your hiring manager will spend all your time interviewing, and you won't get any work done. A business can only be as reliable as its staff.
You can improve your employee retention rate in several different ways. Certain technological advances might help in this area, so let's discuss some of those right now.
When we talk about employee retention rate, you can tie that directly into positive employee engagement. When your workers are happy, they'll want to stick around. They won't have reason to go anywhere if they're pleased with the way you do business.
With that in mind, the capability for remote work is one way that you can get your employees to stick with you. Remote work during the pandemic is more in vogue, and it will probably stay that way.
Employees like working remotely because:
They save on gas money and don't have to use public transportation
They don't have to get all dressed up, groom themselves, and leave the house
They can choose when they take breaks or eat their meals
The technology that makes this possible is mostly apps and platforms that simplify work flow. There are several of them available now, such as Basecamp, Trello, and Slack.
Virtual training opportunities are another way to keep your workforce happy. Very few employees want to stay in the same position forever. They'll need to keep up with industry training to learn best practices and new skills, so that advancement potential is a reality for them.
You should make virtual training sessions available for those employees who show an interest in it. They can:
Take part in eLearning programs
Get involved in other professional development initiatives
While these help with employee retention, they serve another purpose as well. You can make them optional rather than mandatory. Then, see which of your employees signs up and takes an active interest.
Once you see who consistently signs up for additional training, you'll know who is self-motivated and upwardly mobile. That would be good to know down the line if you want to promote from within the company.
Nothing is more frustrating for employees than when there is no clear command chain. They need to know who to report to if something goes wrong or they have a question.
At the same time, if you and other superiors give them contradictory directions, it creates a muddled work atmosphere. You can use technology to make sure that your employees know exactly what their assignments are and when they are due.
There are options that exist now, like Skype for Business and Slack. You can use them to quickly chat with employees if they ever need something from you. Technology you use for open communication lines means no duplicate emails or confused employees.
You can also use technology to appraise your employee performances. There are systems that exist where you can monitor employees and let them know what you think of their performance each day, week, month, or quarter.
That way, you don't leave employees in the dark, wondering how you feel about them. You can set up an evaluation system so that there is total transparency. You can use technology to notify them if there is behavior that you'd like them to change, or if they are doing exemplary work.
Performance appraisals mean that you won't ever shock an employee if you have to let them go. They will have ongoing performance reviews for reference.
At the same time, you can set up a system through which your employees can provide you with feedback. If they're having an issue, they can let you know about it. You might even choose the option of making the feedback anonymous so that your workers feel safe being honest with you.
An occasional survey might be all you need to check your workers' pulse every once in a while. You can do so virtually these days.
The greatest uses for technology in business are those that make communication clearer and allow your staff to feel they are an integral part of the company. Try to include them at every level, not just the executives. That's how you encourage employee loyalty that's so valuable over time.
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