Before going into the details of how to retain your workforce, the first thing you must understand and realize is that each person working for you will have different expectations, perspectives and demands about his job, work environment and compensation respectively.
Right at the time of recruiting and selecting the employee, his ideas must be taken into consideration and then it becomes the prerogative of the management whether to hire the person for that particular job.
So the first step will be the right person for the right job, giving due importance to the anticipation of the employee who is going to become a member of your business family.
In case of a small firm or company, it is easy for the manager to have an one on one conversation with each employee to settle his score of grievances then and there.
Managers must have an open conversation without room for any ambiguity in the minds of his workers.
The manager should try to protect the interest of the employees by representing their demands to the management at the right time.
Many employees quit their positions because they have a nagging feeling at the back of their minds that their immediate boss is not the right kind of person to whom they can look up to and ask for support.
In big corporates it is not easy to go for an one on one approach.
A unique corporate culture that trains the employees to have an uniform approach to all the systems of routine and an effective leadership to control and monitor the behavior and attitude, sound management practices that makes the employee come out with their suggestions freely and induce them to participate, satisfactory compensation and an open door policy that cater to the different needs of people and also to the different levels of management, will help the managers have a healthy relationship with the employees which makes the organization healthy too.
Human wants are unlimited and when one want is satisfied, we want more of the same or yet another thing of a higher order.
So approaching your workforce by satisfying their craving either in terms of compensation, the monetary aspect or recognition, the psychological aspect of human mind will also help to retain your workforce to a greater extent.
There should be room for growth, especially for entrepreneurial minds and minds that have parallel thinking.
Although motivation brings cheer amongst your workforce, self-motivated employees produce better results and that is possible only when there is job satisfaction and minds with higher intelligent quotient work at a rapid pace when there are more challenges.
A comprehensive approach of the personality of your workforce will make you work peacefully, to save your time, energy and money in terms of replacing your lost workforce and to train your new employees.
Contracts and legal agreements bind the employee to the firm only legally.
How is that going to help you in terms of productivity? If one of your employees is going to work with discontent and dissatisfaction, will not that spread to others working with him too? So it is also necessary for the management to spot out these problem persons either to bring them back into the groove or fire them without any further delay.
Rising costs of living and unemployment ratios are really of economic concern, but still we find employees just like that quitting their jobs.
So what is that they want from a job? Everybody cannot be satisfied in all the areas and disciplines in terms of pay, promotion or work satisfaction.
It is on the part of both the management and the employees to come for a certain compromise so as to run the organization smoothly and to toast for the success of their firm as a team.
Right at the time of recruiting and selecting the employee, his ideas must be taken into consideration and then it becomes the prerogative of the management whether to hire the person for that particular job.
So the first step will be the right person for the right job, giving due importance to the anticipation of the employee who is going to become a member of your business family.
In case of a small firm or company, it is easy for the manager to have an one on one conversation with each employee to settle his score of grievances then and there.
Managers must have an open conversation without room for any ambiguity in the minds of his workers.
The manager should try to protect the interest of the employees by representing their demands to the management at the right time.
Many employees quit their positions because they have a nagging feeling at the back of their minds that their immediate boss is not the right kind of person to whom they can look up to and ask for support.
In big corporates it is not easy to go for an one on one approach.
A unique corporate culture that trains the employees to have an uniform approach to all the systems of routine and an effective leadership to control and monitor the behavior and attitude, sound management practices that makes the employee come out with their suggestions freely and induce them to participate, satisfactory compensation and an open door policy that cater to the different needs of people and also to the different levels of management, will help the managers have a healthy relationship with the employees which makes the organization healthy too.
Human wants are unlimited and when one want is satisfied, we want more of the same or yet another thing of a higher order.
So approaching your workforce by satisfying their craving either in terms of compensation, the monetary aspect or recognition, the psychological aspect of human mind will also help to retain your workforce to a greater extent.
There should be room for growth, especially for entrepreneurial minds and minds that have parallel thinking.
Although motivation brings cheer amongst your workforce, self-motivated employees produce better results and that is possible only when there is job satisfaction and minds with higher intelligent quotient work at a rapid pace when there are more challenges.
A comprehensive approach of the personality of your workforce will make you work peacefully, to save your time, energy and money in terms of replacing your lost workforce and to train your new employees.
Contracts and legal agreements bind the employee to the firm only legally.
How is that going to help you in terms of productivity? If one of your employees is going to work with discontent and dissatisfaction, will not that spread to others working with him too? So it is also necessary for the management to spot out these problem persons either to bring them back into the groove or fire them without any further delay.
Rising costs of living and unemployment ratios are really of economic concern, but still we find employees just like that quitting their jobs.
So what is that they want from a job? Everybody cannot be satisfied in all the areas and disciplines in terms of pay, promotion or work satisfaction.
It is on the part of both the management and the employees to come for a certain compromise so as to run the organization smoothly and to toast for the success of their firm as a team.