We all know that it is more cost effective to retain a great employee than to recruit and train a replacement. Is the only time your managers think about retention is when they receive a resignation?
|
“But I like to think that a lot of managers and executives trying to solve problems miss the forest for the trees by forgetting to look at their people — not at how much more they can get from their people or how they can more effectively manage their people. I think they need to look a little more closely at what it’s like for their people to come to work there every day.” |
Managers quite often see retention issues as out of their control and something that is an “HR Issue.” However studies continue to show that managers play a significant role in influencing the employee’s commitment level and retention.
Managers have numerous critical “touchpoints” throughout an employee’s career. A touchpoint is a term for any encounter where the manager and employee have the opportunity to connect to establish organizational commitment.
Here are a few managerial touchpoints that impact retention:
- Realistic Job Preview – During the interview process it is important to show both the desirable and undesirable aspects of a job before an applicant has accepted a job offer. A major reason for turnover within the first six months or year is that they came to the conclusion that they made a bad career choice.
- First Day on Job – Will your new employee feel welcome on their first day? Are they introduced? Is their work area set up? Do they have someone to go to lunch with? Think about the fuss we make over people who leave the company; maybe there is a cake, happy hour, or a card everyone signs. Can we take some of these ideas to make a new employee feel valued?
- Establish Expectations – Employees need to know what is expected, the “rules of the game” to feel successful. Most people want to do things the right way the first time and not feel frustrated by trying to figure out their role and priorities. Managers should frequently touch base with employees to encourage questions, clarify expectations, and become approachable.
- Times of Change – Change is inevitable in every organization. How are you preparing your employees for times of change? It will be natural for employees to feel insecure and wonder how the change will impact them personally. Employees will feel valued by their manager taking a personal interest in explaining how the change will affect their job.
To discuss your training plans, contact us at info@ManagementSkillsInc.com or call 972 881-5282.