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Things That Make Employees Stay

Career Progression

  • Providing a clear career path with regular opportunities to grow and develop, makes the employees commit themselves more to the organization.
  • Organizations that are constantly hiring talent from outside (as opposed to developing internal talent) are leaving doors open for existing employees to leave.

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Things That Make Employees Stay

Things That Make Employees Stay

https://medium.com/@themarkwalker/things-that-make-employees-stay-30ea8a820068

medium.com

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Key Ideas

Paying Employees Exceedingly Well

A short-term fix for making employees stay is to pay the employees well. This is not a long-term strategy, as having people in a company for purely financial reasons wouldn't be a good idea. But if employees aren't paid well, great performers will find it hard to stay.

Interesting Projects

Providing interesting or a variety of projects keeps talented employees on board.

Innovative projects eventually reduce the need for old software/old processes that are normally active for decades as no one is capable or interested in providing a more efficient way to work.

Career Progression

  • Providing a clear career path with regular opportunities to grow and develop, makes the employees commit themselves more to the organization.
  • Organizations that are constantly hiring talent from outside (as opposed to developing internal talent) are leaving doors open for existing employees to leave.

Respect and Recognition

  • Respecting employees, and recognizing their good work goes a long way in retaining them.
  • Employees that are rewarded, respected and recognized develop job satisfaction in their organization.
  • Subtle things including a kind action or an appreciation also form a positive mindset in the employee.

Inertia

Employees often keep working in organizations that they are unhappy with. Reasons include financial pressure, like student loans or a mortgage.

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Setting employee expectations
A recent study reveals that almost half of all U.S. employees are unsure of what's expected of them.

Setting clear employee expectations can benefit your business. Management must co...

Employer/Employee expectations

Employee expectations to maintain:

  • Displaying a positive and respectful attitude
  • Working with honesty and integrity
  • Performing their work to a reasonable standard 

Employees expectations;

  • Proper training, support and leadership from management and access to resources
  • Timely and accurate payment of wages
  • Safe working environments
  • Explanation of responsibilities, company policies and procedures
  • Regular feedback from supervisors or managers.
Team expectations

Team expectations refer to the behaviors that occur while working together on tasks. 

  • Respect and courtesy to everyone.
  • Be accountable for your work.
  • Be reasonably flexible about task assignments.
  • Be willing to lend a helping hand.
  • Ask for help when needed.
  • Work safely together.
  • Be open to constructive feedback.
  • Be self-motivated and reliable.
  • Share ideas for improvement.
  • Be cheerful, positive and encouraging to other team members.

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Disengaged Employees

Engagement at work is a sign of employee motivation and resulting productivity. Unfortunately, only about 13% of people globally are engaged at work, and disengaged employees cost the economy $5...

What Not To Do
  • Do not make assumptions about a disengaged employee's performance. While statistically, such employees do underperform, there can be other reasons too.
  • Do not force an employee to be someone they are not. Everyone cannot be happy and optimistic all the time.
  • Do not get emotional, and stick to a transactional, formal, work-focused style. Do not expect to win their hearts or influence them by appealing to their emotions.
  • Do not assign employees tasks beyond their area of expertise.
Approaching Disengaged Employees
  • Use extrinsic motivating factors such as incentives and rewards to get productivity from a disengaged employee.
  • Understand what drives them, connect with them, gaining their trust and respect without being emotional, and focus on what they value.
  • Respect an employee's personal space and their need to distance their problems from their work.

Ultimately, it is what an employee delivers that matters most, and a manager has to focus on figuring out how to get the work done.

Servant leadership

Is a leadership philosophy that is built on the belief that the most effective leaders strive to serve others, rather than accrue power or take control. 

Servant leadership vs. other leadership styles

The authoritarian leadership style:

  • The authoritarian style of leadership requires leaders to have total decision-making power and absolute control over their subordinates. Servant leadership upends the top-down power structure.

Similar leadership styles:

  • Ethical leadership urges leaders to show respect for the values and dignity of their subordinates. Servant leadership's emphasis on taking responsibility for the needs and desires of others.
  • Participative leadership style requires leaders to involve subordinates in setting goals, building teams and solving problems but keep the final decision-making in their own hands. Servant leadership includes some of these elements.
Attributes of a servant leader
  • Listening. A servant leader seeks to identify the will of a group and helps to clarify that will.
  • Empathy. A servant leader assumes the good intentions of co-workers and does not reject them as people.
  • Healing. Understand part of their leadership responsibility is to help make whole employees whose sense of self is precarious.
  • Awareness.
  • Persuasion. Servant leaders rely on persuasion not positional authority or coercion, to convince others.
  • Conceptualization. Balancing between thinking big and managing everyday reality.
  • Foresight. The ability to understand the past and see the present clearly to predict how the future will unfold.
  • Stewardship. CEOs, staffs and trustees all have a responsibility to hold the institution "in trust" for the greater good of society.
  • Commitment to the growth of people. Feel a responsibility to nurture the growth of employees.
  • Building community. Find ways to build community in their institutions.