http://strategictalentresources.com/wp-content/uploads/2018/07/fotolia_188046354.jpg 331 500 Kim Kleeman http://strategictalentresources.com/wp-content/uploads/2017/02/strlogo-300x123.jpg Kim Kleeman2018-07-17 06:00:332018-07-17 21:45:44Problem Solving: Retaining the Right Employees
Problem Solving: Retaining the Right Employees
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Liking your boss frequently comes up as one of the top reasons why someone loves their job. The flip side to this is that those who don’t mesh with their boss are more likely to leave their current position. According to the infographic, The 10 Reasons People Really Quit Their Jobs, a surprisingly high number of reasons for leaving lead back to management. These include:
• Not feeling valued or trusted
• Poor communication from management
• Lack of recognition
• No opportunity for upward movement
• Overlooked for a promotion
Because there are so many reasons why an employee may leave their job which tie back to how they’re managed, it’s important for managers to take care in how they treat employees.
Be mindful of your management style
Hiring an individual shows you have confidence in their ability to get the job done, so be careful not to counteract that confidence by micromanaging. Watching too closely can create a high-stress work environment that becomes unappealing to employees, but giving them room to succeed by being free to develop their own processes is highly beneficial.
Be more than just a boss
Another way to retain employees is to show them you care about them. From actively mentoring direct reports to providing an opportunity for professional growth and development, spending just a little time connecting with your employees can make a significant difference. Support the emotional needs of employees as well by not encroaching on personal time too much and by showing empathy should they face an issue, professional or personal, that requires a little additional flexibility.
Set the right tone
Of course, people want to work in an environment that supports fair and equal treatment of all employees. Acknowledge that employees may compare themselves to their co-workers to see how the workload is dispersed, and they may share information about salary even though this is usually frowned upon. Make sure you’re aware these observations and conversations happen by limiting the amount of malcontent that may arise from inequalities. Also, don’t forget to recognize and reward the achievements of your employees. This helps create a positive work environment where employees can become vested. Rewards don’t have to be big, but a little monetary compensation for a job well done along with some company-wide props can go a long way.
Retaining employees who are happy and committed to their company starts with how their manager treats them. Focusing on the manager-employee relationship can help build a working environment that nobody wants to leave.
How equal pay affects families
It’s a known fact that, on average, the pay scale tips higher to men than to women. While not all companies are guilty of pay a disparity, the overall impact of a lack of equal pay is pretty significant. On average, in the U.S., women are paid 20% less than men. This can not only affect the number of families living below the poverty line, but also a family’s ability to pay for daily expenses like childcare and groceries. Closing the equal pay gap can make more of a difference than you may think.