Creating a culture that keeps employees engaged takes some effort, but it doesn’t have to be expensive. 4) Employee engagement and cultureĪs we mentioned earlier, workplace environment is one of the top drivers of employee turnover. And for employees, it increases job satisfaction and creates an incentive to stay with your company for the long term.īut, building a dedicated internal mobility program takes more than good intentions. For employers, it turns your workforce into a robust talent pipeline. Giving employees an opportunity to grow within your company is a win-win. You may have to get creative with onboarding in today’s remote environment, but that doesn’t make it any less important. If you want employees to stick with your company, you need to set them up for success.Īn effective onboarding program will help new employees acclimate to the company, their team, and their responsibilities - ultimately leading to a better experience. It’s no secret that a significant percentage of new hires leave within the first year, or even the first six months. It’s important to establish an authentic and consistent employer brand in the marketplace, to ensure that job seekers understand who you are as a company, how you treat your employees, and whether your values align with their own - leading to fewer surprises once they’ve been hired. In terms of your TA efforts, it’s the way you differentiate yourself to potential hires. Your employer brand refers to the way your company is perceived by both prospective customers and job candidates. With that in mind, here are five areas to focus on as you work to limit employee turnover. However, your business would be far better off investing your collective time, resources, and energy to make your employees want to be part of your business for years to come. Sure, you could simply divert this cash into employees’ bank accounts. Depending on the size of your org, employee turnover may be costing you tens of thousands of dollars each year.
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