STECKLEY CONSULTING GROUP Recruiting and HR Team Solutions for Success!

Ten Ways to Keep your Best Employees with YOUR Company

When your people are your product, keeping the best employees happy is essential to your bottom line. Here are ten ways to keep your best employees with your company:

1. Ensure the Job/Role is Accurately Described to the Potential Employee

When employees are asked by recruiters why they want to leave their current employer so soon, employees invariably tell recruiters that the job is not at all what was described to them in the hiring process. Make sure your recruiters and hiring managers  accurately describe the roles and responsibilities and correctly represent the opportunity.

2.  Frequent Acknowledgement

Your employees work long hours for you and for your clients, going above and beyond to solve your client’s problems.  If your employee continually hears that ‘this is how it is in consulting’, and ‘everyone works hard’, your employee may begin to feel unappreciated and wonder if her efforts are worth the extra mile she goes to satisfy you and your client. Take the time to acknowledge an employee after a particularly tough week, or upon a successful deliverable.

3. Engage Your Employees on Projects that Capitalize on Talents and Interests

If you place top performers in uninspired projects, or in positions that are below their current level of competency, they will become bored and unhappy. Your best employees want to stretch their intellectual muscles, and be challenged. Keep your best and brightest employees happy by affording them interesting and challenging projects.  This may require your sales team to actually market your top performers to your best clients.

4. Great Employees Like to Work with Other Great Employees

You’ve heard of the Pareto Principle, that roughly 80% of the effects come from 20% of the causes.  In business you may see this principle played out in sales, where 80% of your business comes from 20% of your clients. Your employees may also represent this 80/20 rule, where 20% of your employees perform 80% of the work. Hire more top performers and counsel-out the under performers. This will improve morale across the board, not to mention your bottom line.

5. Thorough and Accurate Performance Reviews

If you don’t have one, create a formalized system for reviewing the performance and accomplishments of your employees. If you have one but rush through it because other work seems more pressing, Slow Down and consider the tremendous return on investment. If your employees perceive that reviews are not important to you, they are likely to feel that they are not  important to you. Conversely, you can instill tremendous goodwill with your employees by conducting thoughtful and complete performance reviews, relying on managers, peers, clients and direct reports to attain a 360 degree view of the employee.

6. Formalized Career Development Plan

A good recruiter will ask a potential employee about his career goals and where he sees himself in five years. Make certain this isn’t the last time someone in your company asks him this question.   Career development and performance reviews can be combined but they are not synonymous. An annual review of your employee’s career objectives and what the company can do to assist him is a MUST.

7. No Bad Bosses

Great executives, great sales people, great consultants, and great recruiters do not necessarily make great managers. Many managers never received formalized training in effective people management. Executive coaching might help. However, some people are not cut out to be managers, and at the very least, should not be responsible for managing your top performing employees.

8. Open Forum for New Ideas

Great employees have lots of ideas.  Create an avenue for employees to share their ideas with you. This doesn’t mean all ideas are equal and that all should be implemented, but listening with a respectful attitude will go a long way to making your employees feel heard and appreciated.

9.  Squelch the Rumors about Freezes, Downsizing, and Acquisitions

It’s not fair, but office gossip is a reality and some rumors can be highly detrimental to your company and its retention of good employees. Best not to let persistent rumors thrive without addressing them. Do so in an “all company” message. Do not leave the interpretation of your message to middle managers or other personnel.

10. Walk and Talk Your Vision

Great employees want to make a difference; they want to help your clients. They want to feel that same commitment and passion from their employer. Where is your Mission or Vision Statement? Do your employees know it by heart? Do they live it and breathe it every day? It’s time to bring that message to every meeting; to talk about why you do what you do; to show your clients and employees your vision in every action.

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