I often come across directors and executives who say that they learned that employees were unhappy only when they left the company. Many wonder whether employees can still be trusted to be in the business for the long term. Can they count on their contribution towards the goals?
Today, it is difficult to get good employees and even harder to retain them. There are many vacancies on the market, and given the low unemployment rate, good employees can find new challenges relatively quickly. What do you need to do to get a sense of who is thinking about leaving and who is not completely satisfied with the company?
Communication is the key to all challenges. When you establish good communication between your employees and, above all, between employees and managers, you will be able to quickly perceive that something is not as it should be. Through communication, you can also identify desires for advancement, self-development, and the fears and crises experienced by employees. Only this way can you take timely action and retain the best employees in the company.
The bigger the company, the harder it is to set up. But it’s not impossible. Regardless of the size of the business, communication starts at the top. The leader is the one who dictates the culture of communication within the company. The leader is responsible for its effectiveness.
Goal setting is the beginning and end of everything. If properly positioned, they are the beginning of success! However, if the goals are not clearly and appropriately set and do not take into account all the stakeholders, they can, in the long run, also mean the end of the company. Targets are given far too little attention in organizations, and little or even no employee input is involved in setting them.
Goals should not only be set at the end of the year but also on a weekly, monthly, and occasional basis. When you involve employees in goal setting, you will be able to identify their relationship with the company and their affiliation, and you will gain the opportunity to act on time.
A personal touch
Managers are often in a dilemma about to what extent they can interfere with employees’ personal areas. But my advice is that we are human to humans. Of course, as the saying goes, “don’t mix business with pleasure”. However, that does not mean that leaders should avoid all interaction on a personal level. Understanding your employees begins with getting to know their personalities. As a result, you will be able to assist them in critical situations so that they can reach their full potential.
Personal interaction, however, must be two-way. Leaders must also let their employees get close enough for them to look into their personalities. You are giving them the opportunity to support you when you most need them.
If one of the talents you need most in the company is thinking about new challenges, give us a call. Together, we will find a solution to how to retain the best talents in the company. and develop their full potential.