You don’t have to wait until the exit interview to understand what you can do to retain your cherished employees. Especially, when the talent wars are rife with organizations competing to attract top talent as they mature and grow. This is a sensitive topic as it closely relates to people’s emotions. In a post-covid world, they are keen on their mental health, ethical priorities, and cultural orientations. Taking a few pages from our own playbook, here is what you can do to make your employees stay back before they feel the need to do otherwise.
When you ask them to talk, make sure you are listening. Even when they are not talking.
Everyone is talking about touching base with employees and talking to them but that alone might not suffice. You don’t have to treat them like they are divas but when you ask them to talk, make sure you are actually listening to them. And even when they do not talk, observe them, and understand if there is any emotional distress that might lead them to find a different workplace.
Is compensation all that it takes to make them stay?
Compensation is a common attribute to getting better talent, but benefits, flexibility, inclusiveness, and diversity are not add-ons but are absolute necessities in the evolving job market. Cultural awareness and acceptance have become part of lives everywhere and if that doesn’t reflect in the workplace, people see that as a distraction. From making space for gender equality to welcoming cultural diversity to letting them voluntarily take time for personal life, these are simple yet effective cues your employees pick up and convince them their workplace is wholesome and welcoming to their identity.
Cheer them up, even if they are not a star performer!
Your star employee is crucial for the project, but your average contributor is still an essential cog of the machine that is your organization. Taking the example of football, your game becomes better due to the most valuable player who can make those goals. But it still needs your other players to pass the ball to make that important goal. Likewise, let your average employee know that their contribution matters and is contributing to the impact the organization is making, collectively. That top employee will still need the support of various others and make sure they are there for him/her when needed.
Let them grow or let them go.
Career ladders and individual growth maps have drastically changed. Capable employees are embracing change easily by learning and training themselves on what’s new and trending. Go ahead and offer to provide that training that will let them grow. That way you’d be leading and contributing to their success which will have a significant positive impact on their work.
These are a few simple yet effective ways that we’ve adopted to become a good place to work and to retain our existing talent while attracting new ones. The human resources team at Exalogic understands and values the evolving people philosophy at the workplace and is subtly changing to make sure our organization welcomes people from everywhere and welcomes diversity by embracing it as a strength. Flexibility and transparency are at the heart of our vision for people, and we are taking up sustainable initiatives and working not just with people in the organization but also in the community in which we are thriving. What is your approach to retaining your employees?
If you want to work at an inclusive, diverse, and growth-centric organization such as Exalogic, feel free to visit our careers page to look for the right opportunities that may suit you.