It’s not hard to explain why recruiting is such a crucial component of HR. If you can attract talented people to work for your business, you’re well on your way to building a staff that’s highly productive and adds to your business’ bottom line.
It needs to be acknowledged, however, that simply attracting good people is only the first step. The next challenge is to retain them, and that’s becoming more difficult in our modern climate.
We live in a culture of incessant job-hopping. Few employees have any sense of loyalty to their current employers – instead, they’re always looking for the next opportunity, and they’re often quite eager to jump ship at the first sight of a job that offers more money or greater responsibilities.
According to the Society for Human Resource Management, people these days have a lot of different reasons to switch jobs. The news source drew upon extensive survey data on the topic compiled by LinkedIn – the social networking site analyzed the job moves of 7 million members worldwide in 2014.
The result? LinkedIn found that the No. 1 reason people have for leaving their employers is concern about the lack of career advancement opportunities. This rationale was cited by 45 percent of job-hoppers. Other common reasons were dissatisfaction with leadership (41 percent), unhappiness with the work environment or culture (36 percent), a desire for challenging work (36 percent) and dissatisfaction with compensation and rewards (34 percent).
With that in mind, these five ideas might help you retain talented employees, even in today’s job-hopping culture:
Talk about future opportunities
The main reason people leave is to find bigger and better job opportunities elsewhere – so why not highlight the great jobs you already have in-house? This can be a major selling point.
Tailor the message to your audience
What’s your staff like? Are they older or younger? More social and tech-savvy, or less so? Whatever the case, be sure to communicate with people in a way they’ll appreciate.
Develop and highlight leadership
Often, people keep jobs or leave them because of how they feel about those in charge. Work to develop the leadership skills of the bosses at your company, and highlight their key improvements.
Gauge employees’ opinions
How does the staff feel? Are they generally content, or are many thinking about quitting? An occasional survey, either formal or informal, can help you gauge what people are thinking.
Build the appeal of a small business
Many prefer to work for smaller companies because they offer more of a close-knit, accessible vibe. You can make any company feel like a small business, though – it’s all about developing relationships and helping everyone feel more like they belong.