Keeping Existing Employees

July 28th, 2012  Posted at   Wellness
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These suggestions will assist you in lowering employee attrition through hiring and training, but what can you do to keep your current employees? Taking time in your hiring practices will not be enough to stop the revolving door problems within your facility. You must discover why employees are leaving before you can take steps toward correcting the problem.

Employees tend to leave jobs when one or more of six satisfaction factors are low. This is, of course, assuming that pay scales are comparable to similar jobs in the community. Employees will leave for better pay; that is a fact of business and one every employer has to deal with. However, employee satisfaction isn’t only monetarily focused, and evaluating the following six satisfaction factors will help you to discover your strengths and weaknesses with current employees.

Structure. Structure gives employees a feeling of organization, and is easy to define when their jobs and responsibilities are clearly designed. Without structure, employee frustration elevates rapidly.

Employment standards. Your best employees want to be challenged and require a certain amount of pressure to improve. Employment standards give employees the drive to improve and a sense of pride in their work.

Responsibility. Your quality people want to be able to make decisions pertaining to the improvement of their department or the facility as a whole. They want to know that their opinions are heard, solicited and taken seriously.

Recognition. Recognition is important for employees. They want to be rewarded and recognized for performing their job duties well.

Teamwork. A sense of teamwork and support is important for employee satisfaction. Employees must trust their teammates and supervisors and feel that they can get assistance and guidance when in need.

Pride. Employees must have pride in belonging to their team and have a high degree of commitment to their organization.

Use these six indicators to evaluate satisfaction among your current employees. Develop a survey for those departments with the highest turnover rates, and keep anonymity a key component of the survey. Employees must be perfectly honest when completing the questionnaire, or they will give answers that they think you want to hear and you will not get an accurate depiction of employee satisfaction. A sample survey has been provided for you (See Employee Survey).

Allow the employee five answer choices a€? never, rarely, usually, often and always a€? giving them numeric weights of 1 through 5. Give a minimum of three questions per satisfaction factor (structure, standards, responsibility, recognition, support and commitment), and stagger your questions so employees are not answering three structure questions in a row, followed by three responsibility questions, etc.

Calculate the answers of your returned surveys and average the scores for each of the six factors. Scores averaging 3.5 and below are cause for concern, but you now know what you need to focus on.

Implement policies to raise the score of those factors where concern needs to be focused. Low structure scores can indicate that employees do not have a full understanding of their job descriptions, or perhaps the job descriptions are in need of an update. A low recognition score may inspire you to develop an employee incentive program.

A level of commitment

Lowering employee turnover takes time, effort and commitment from management. Following these recommendations will assist you in your efforts of attaining the attrition results you seek without wasting your time and resources.

Your employees, management team and members will appreciate your efforts.

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