5 Popular Strategies To Skyrocket Employee Retention In HRM

This world is not just competitive for the employee anymore, but also for the company! Because if there are lots of employees for the same position out there, then there are also numerous companies that are looking for skilled employees! In such cases, retaining employees becomes quite difficult, hence we have come up with the 5 most popular strategies for employee retention in HRM!

The reason behind our coming up with such an extreme solution is that employee retention is indeed a tough task, which requires particular skills and strategies! For that reason, such Employee retention strategies are designed to reduce employee turnover and ensure that valuable talent remains within the company only!

In this blog, we’ll explore the 5 most proven & effective strategies to improve employee retention in HRM, making your organization a great place to work. But before that, let’s clear out the basics regarding what these retaining employees are, and after that, we will be moving forward over how to retain them for the organization.

What is Employee Retention In HRM?

For an organization, Employee retention directly refers to the best practices & policies that just have to be used to retain employees and prevent them from leaving their positions in the company. Preventing employee turnover, and making employees more likely to stay is ultimately crucial for a stable and productive workforce.

Furthermore, it also helps reduce recruitment strategy and training costs that [you have to pay for new joinee], and fosters a positive work environment. To check the measure of effective employee retention strategies, you can always look at how a company’s HR Services are preventing its employees from seeking employment elsewhere.

And when the employee retention rate is high enough, like when you don’t have to send an Employee Retention Letter anymore, the organizational culture can be called healthy enough! Furthermore, you can also get the idea of such high retention rates, that the organization is offering competitive compensation, and indeed some amazing opportunities for career growth.

What is an Employee Retention Strategy?

An employee retention strategy is basically a plan devised by an organization to keep all of its employees satisfied and motivated. And where there’s a low turnover rate of employees, in a true sense that is when you can call that strategies indeed have been fruitful, and spot on! These retention strategies in HRM tool include many aspects for example;

• better hiring practices,
• improved onboarding processes,
• efficient compensation and benefits,
• greater career development, and
• finer workplace culture

All this is a prime example of what greater retention techniques in HRM should be! When your employees are about to experience all those aspects that we have listed above, then only they can feel valued, supported, and motivated and will probably contribute more & more to the organization’s success.

So these were some basic strategies [but the best ones are yet to come]! However, what is the reason for employee turnover, like what causes such tragedy in the first place? Let’s see!

Common Causes of Employee Turnover

Employee turnover can be a costly matter and literally can disrupt an organization, after which they have to look for employee retention in HRM. So, after understanding what employee retention is, let’s go through the common causes of employee turnover.

Because after that only we can develop some effective employee retention strategies in HRM on the front right? Some of the most common causes of this problem of employee turnover include:

• Lack of Career Advancement Opportunities: When employees who are feeling stuck, in their roles without any growth opportunities are more likely to leave an organization.
• Inadequate Compensation and Benefits: When competitive salaries and comprehensive benefits are absent from the company, employees are more likely to leave right away.
• Poor Work-Life Balance: Guiding employees to balance their personal and professional lives effectively, because if not then there can be burnout and attrition.
• Toxic Work Environment: It substantially negates employee satisfaction is a massive negative point for employees, and definitely can drive them away.
• Lack of Recognition and Appreciation: When employees who feel undervalued and experience low or no appreciation at all are more likely to seek employment elsewhere.

Also, See: A Guide For The Role Of HR Employee Engagement & Satisfaction

Poor employee engagement results in losing 31% of the workforce.

Keep your employees more engaged & satisfied with the best employee engagement software!

Book a demo

Why Employee Retention is So Difficult?

Among the challenging tasks of HR Management Systems most challenging one is employee retention, and there’s no doubt about it! And when your team lacks a fine retention strategy, the difficulties keep on rising! So, let’s discuss some of the common reasons down here;

• First, the job market is getting more and more competitive as the days pass by, which makes it easier for employees to find new opportunities.
• Second, employee expectations are consistently evolving, and to sustain them, companies are failing to provide suitable work-life balance, career development, and workplace culture. And,
• Finally, internal factors such as management practices, organizational culture, and employee engagement levels can significantly impact retention rates.

To retain employees effectively, organizations must consistently understand the flow and should adapt their retention strategies. On a better note, that is only how they are about to meet the changing needs and expectations of their workforce.

5 Best Retention Ideas for HR Professionals to Implement

After getting stuck in the employee turnover problem, and understanding the concept of retention strategy, here we are gearing up for the 5 best of employee retention in HRM! Here, your common questions like ‘What are the best employee retention strategies for small businesses?’ and ‘What are the different employee retention strategies you can adopt for your HRMS platform?’ are going to be answered! So, go through those best ideas one by one!

1. Revamp Hiring and Onboarding Processes

A strong hiring and onboarding process sets the foundation for employee retention. Hiring the right people who are fit for the company culture and possess the needed skills is more crucial than ever. Moreover, a well-structured onboarding process [just like Free HRIS Software has] helps new hires feel welcomed and supported from day one.

Key Practices:

• Start developing onboarding programs that directly introduce new hires to the company culture, values, and expectations.
• Start mentorship programs, in which you should pair new employees with experienced mentors to provide guidance and support.
• Please clear out all the doubts regarding the job expectations, right away, and make sure that new hires understand their roles and responsibilities.

2. Offer Competitive Compensation and Benefits

Compensation and benefits play a significant role in the ’employee retention plan in HRM.’ And on that note, regular reviewing and adjusting compensation packages to stay competitive in the market is essential.

Both the given points work like a backbone for skyrocketing employee retention in HRM! Furthermore, it is most famously known that offering comprehensive benefits that address employees’ needs can significantly improve retention.

Key Practices:

• Regular Salary Benchmarking, in which we conduct annual salary, just so we can ensure that employee compensation is aligned with industry standards.
• Offering Comprehensive Benefits Packages, such as health insurance, retirement plans, and performance bonuses.
• Financial Wellness Programs, help provide resources and support for employees to manage their finances effectively.

3. Foster a Positive and Inclusive Company Culture

We can do everything and still, we would fail to retain an employee if we don’t have a positive work environment, yes it’s that crucial. Because the employees are more likely to stay with HR Tech Companies where they feel valued, respected, and included. So the exact meaning of talent retention in HRM can be to promote a culture of diversity, equity, and inclusion to make a more supportive and engaging workplace.

Key Practices:

• Diversity and Inclusion Initiatives to implement a ‘retention policy in HRM’ [just like the Data Retention Policy]. And finer practices that can help promote diversity and inclusion within the organization.
• Always promote Employee Engagement Activities like organizing events and activities, as they help foster team bonding and a sense of community.
• Open Communication Channels are crucial for employee retention in HRM, as they encourage open and transparent communication between employees and management.

4. Provide Career Development and Advancement Opportunities

Employees need to see a future within the organization because if they don’t, they will start looking for a better option! Hence, providing opportunities for career growth and development is a significant step to boost employee retention in HRM. This includes offering training programs, leadership development, and clear career paths.

Key Practices:

• Professional Development Programs, as they offer workshops, training sessions, and online courses to help employees develop some new & crucial skills.
• Career Path Planning helps us create structured development plans that outline potential career trajectories within the organization.
• Leadership Development Programs, please invest in such programs that prepare employees for leadership roles.

5. Collect and Act on Employee Feedback

The real retention meaning in HRM is about regularly collecting and acting on employee feedback because it indeed is crucial for retaining employees. Understanding employees’ needs, concerns, and suggestions can help organizations make necessary changes to enhance the work environment and address potential issues before they lead to turnover.

Key Practices:

• Conduct stay interviews to understand why employees are staying with the company and what improvements can be made, and take notes from their side.
• Use pulse surveys to gather real-time feedback on employee satisfaction and engagement.
• Develop action plans based on employee feedback to address their concerns and implement improvements.

3 Performer Specific Strategies

Moving further, many HR managers continue to have some queries that are highly specific with the kind of performer their employee is! For that reason, here we have provided three different sections in which you can do different specifics to retain your employees on the basis of their performance! So, please have a look…

1- Retention Strategies for Poor Performers

Here, for a better understanding, we think we should provide some examples! Because through the examples of good, average, and high performers, you would be able to grasp much more easily, right? So, let’s get into it!

Example 1- Where you have to provide Constructive Feedback!

Imagine Jignesh is quite a poor performer, and you can’t help but think, about how you can help him improve, just so you can retain him! Then you should help him improve by offering constructive feedback regularly. This will display your intentions like you really do care about his growth and have invested in his success.

Example 2- Where you have to Offer Training Programs

In other circumstances, you can help Jignesh with various training and development programs that can help such underperformers gain the skills they need. This investment in his development can boost his confidence and productivity.

Example 3- Where you have to set Clear Expectations

Here, you can clearly define the job roles and responsibilities of Jignesh from the start. So, poor performers like him can understand what is expected of them and provide a clear path to improvement.

2- Retention Strategies for Average Performers

Now, moving up to the people who are considered as the average performers! So, how can we help them, just so we can retain them for mutual benefit? Here are the examples that can help you understand better!

Example 1- Here you have to Recognize Achievements

Now, let’s suppose we have an average performer named Radha, how would you help her improve? Acknowledge and reward her work efforts regularly, and see how much average performers like Radha will excel. This will definitely motivate her to strive for higher performance levels.

Example 2- Here you have to provide Career Advancement Opportunities

Show Radha a clear career path within the company only. And offer her promotions and new responsibilities that can encourage her to stay and grow with the company.

Example 3- Now you should foster a Positive Work Environment

Create a supportive and engaging workplace culture for Radha. Because average performers like her will be more likely to stay if they feel valued and happy at work.

3- Retention Strategies for Top Performers

Now we’re moving on to the last segment, how we can help Top performers to grow and retain them with ease! Let’s look into it with another example!

Example 1- Here you have to offer Competitive Compensation

Suppose, you have a brilliant employee Rizwan, that you have to retain now, so how would you help him and your company in a single shot? You just have to ensure that top performers like him should be well-compensated for their contributions, and undoubtedly it includes salaries, bonuses, and other financial incentives.

Example 2- Here you have to provide Leadership Opportunities

Give Rizwan the other top performers like him the chance to take on leadership roles, because they will surely excel in that. This would keep him engaged and motivated by allowing him to influence the company’s direction.

Example 3- Here you have to encourage Continuous Learning

Support him and other star performers with ongoing education and skill development. Provide him the early access to workshops, courses, and conferences that can help him and other top performers like him continue to excel and feel valued.

By tailoring your retention strategies to the different types of performers in your organization [just like we have right above], you can boost employee satisfaction and reduce turnover. Implementing these strategies in your HRM practices can lead to a more committed and high-performing workforce.

Also, See: 10 Must Have Human Resource Policies For Any Organization

Seeing Off,

After reading all these details, you would have understood that implementing effective employee retention strategies is indeed crucial for maintaining a stable and productive workforce. And how can you improve your workforce?

We say with better workforce management, you can keep your employees more relaxed and satisfied. So, please get a fine HRMS software like Superworks, and get a habit of seeing their happy and satisfied faces all the time, with ease! Try, Superworks today!

Also See: Rewards and recognition