Managing the retention and down the attrition below practices are important to follow in organizations.
Training and development activities to help employees achieve goals and ensure they have a solid understanding of their job requirements
A mentoring program integrated with a goal-oriented feedback system provides a structured mechanism for developing strong relationships within an organization and is a solid foundation for employee retention and growth
A company should establish a series of values as the basis for culture such as honesty, excellence, attitude, respect, and teamwork
Communication is central to building and maintaining credibility. Many employers get communication to flow up through a staff advisory council which solicits and/or receives employees’ opinions and suggestions and passes them on to upper management
Offering things like competitive salaries, profit sharing, bonus programs, pension and health plans, paid time off, and tuition reimbursement sends a powerful message to employees about their importance at the organization
Having current employees offer referrals could help minimize confusion of job expectations. Current employees can realistically describe a position and the environment to the individual he/she is referring.
It’s important for companies to give feedback and coaching to employees so that their efforts stay aligned with the goals of the company and meet expectations.
An organization should provide workshops, software, or other tools to help employees increase their understanding of themselves and what they want from their careers and enhance their goal-setting efforts
Employees will go the extra mile if they feel responsible for the results of their work, have a sense of worth in their jobs, believe their jobs make good use of their skills, and receive recognition for their contributions
Lower stress from overworking and create work/life balance. Flexible work options may helpful to retain some employees.
Develop strong relationships with employees from the start to build trust. Employees have to believe that upper management is competent and that the organization will be successful.