Many Model Surveys are used today for the purpose of benchmarking human resources, such as Classical Cross-Sectional Surveys, Longitudinal Surveys, and other copyright-protected Management Model Surveys, such as Participation Model Survey, David Ulrich Models , etc., but due to the complexity of human behavior a scenario of a survey conducted in a specific place is not applicable in another place. How human behavior in an organization is directly affected by the quality and attitude of the leaders who lead the organization and the culture and trend that is generated in the location of an organization. Conducting a survey is one way and probably the most effective way for the HR professional to decide what to do next, based on the results of the surveys in relation to the current trend affecting HR issues and issues and one of them is employee retention. trouble. Before, employee retention has never been more important, especially here in the Philippines, as it is known that many talented professionals can be easily found, but due to the brain drain that is currently affecting our country, the trend is changing.
The blunder in the cost of employee turnover and its serious impact on an organization’s bottom line is increasing, because employee recognition and rewards are limited in most organizations. Unfortunately, many HR professionals don’t understand the importance of recognizing and rewarding a team member’s hard work. Many might even wonder why they should recognize their employees when “they’re just doing their job.” The truth is that recognizing employees for a job well done is one of the least expensive and easiest ways to improve employee morale and retention in an organization, as well as a return on investment for a manager’s time with a minimum expense by the company. . Because of this, to help HR professionals in this problem, I have listed here 10 tips that I researched and learned and ranked them accordingly during my Masters studies at Mondriaan Aura College-Subic:
1. Balance work and personal life
Balancing work and personal life: HR professionals are grappling with the challenges of a changing work reality, the need to be aware of certain trends that affect efforts to attract and retain talented employees. Applying work-life balance to a person’s effective work and personal life was not as important in the past as it is today because, in the past, people were often able to easily attend to every important role in their life. Family is very important to all of us, when work begins to put significant pressure on the family, no amount of money will keep an employee around. Therefore, a small gesture of allowing an employee to take extended leave once a month to observe his daughter’s or son’s school activity will probably pay off in loyalty and long-term employment with an organization.
2. Competitive compensation package
Higher Salaries” Money continues to be the number one consideration, where employees look for change. It’s normal for us to feel like we’ve been paid adequately and fairly for the work we do. So be sure to research what other companies and organizations are making.offer in terms of salary and benefits.It is also important to research what the standard compensation package and benefits are for the particular position, in particular, medical and dental insurance, retirement, paid vacation days and time off. You need to make sure that the compensation package your company has is competitive enough that team members will not seek out employers who are willing to offer more competitive compensation packages.
3. Treat each employee with respect and as an individual
Treat each employee with respect and as an individual, recognize the contribution of the team member in front of members of management. This can reduce the tendency for employees to feel that their supervisors take all the credit. Know how to recognize your staff, not all employees want to be highlighted in a meeting of hundreds of colleagues. The approach to recognizing team members can vary greatly by generational group. You might unintentionally humiliate a baby boomer by having them stand in front of their colleagues as they discuss their recent accomplishments; on the contrary, a Young Gen will appreciate the opportunity. A simple “thank you” or “good job” or pat on the back given on a regular or frequent basis can significantly boost employee morale. Many times, a team member will greatly appreciate the time she took to meet him at her desk and deliver the message to him personally.
4. Positive work environment
While compensation and benefits are important, the top reasons workers leave a company are a disorganized work environment, toxic workplaces, bad bosses, and difficult co-workers. All employees want a clean and organized work environment where they have the equipment they need to perform well. When people and resources are not organized, physical barriers get in the way of being able to work efficiently, obviously creating stress. Try to organize things so that people have easy access to the people and resources they need. This typically works best by organizing workspaces around the people who operate the process or the types of work they do. The idea is to make it as easy as possible for people to do their jobs. Some employees need personal space but none is available, try blocking off areas with furniture, screens or blinds.
If noise is a problem, plants can help soften it. Be sure to explain to your workers why you are doing this, emphasize the benefits of making the change. The quality of supervision and mentoring, by “bad bosses”, has been said so often that people leave people, not their jobs. Supervisors play the most important role in the development and success of a team member’s organization. All employees want to have a Boss who is respectful, courteous and friendly. Workers are more likely to stay with a company if they have a good and positive work environment.
5. Eradicate favoritism
The best person can see a question from all sides without prejudice-Cunfucius” The so-called “inner circle club or good guys” can create an unpleasant organizational culture and can promote bitterness among team members, which can have a negative effect. devastating on some valued team The results of employee favoritism are destructive in nature because the next idea is inevitable (Why should I perform if it won’t get me anywhere? Why do this if others won’t? what to strive if they will not recognize me? Why trust others boss if they are not fair?)
As a result, employee morale, productivity, and relationship with the manager will decline, creating disengaged employees who will eventually create disengaged customers. So treat all employees equally and avoid favoritism at all costs. People want a perception that every employee is treated equally. Design or create a policy, behavior guidelines, or methods for requesting time off, and about any other job-related decisions you can think of.
6. Communication and availability
The Human Resources department must be very responsive to employee questions and concerns. In many companies, the human resources department is perceived as the management arm that makes policy. In fact, in forward-thinking HR departments, responsiveness to employee needs is one of the cornerstones. You can easily do this by actively listening to your employee. Give them honest feedback, both positive and negative. Clearly communicate expectations, goals, and new rules to follow.
Let them know what is expected of them. Engage them and keep them informed: Give them any information that tells them how their work fits into the overall company effort. Let’s be honest. Employees really want to have face-to-face communication time with their supervisors and managers. This communication helps them feel recognized and important. For managers; You may have many things to do and attend to and surely your time may be full. But, the main job of a manager is to support his co-workers towards the success of the organization. With this act, managers lead and magnify the success of the organization.
7. Employee empowerment
Empowered staff have a sense of responsibility and ownership, and their ideas are often recognized. Therefore, workplaces that promote employee empowerment, power over what and how things get done, and the knowledge that they matter to the organization have huge productivity results and fewer complaints. When employees think they need their organization as much as the organization needs them, that need is better appreciated than a paycheck and the entire benefits package that made them stay and stay with the company longer.
8. Placing the right talent for the right job
Placing the right talent in the right job dramatically increases employee retention and improves organizational success by reducing costs in many business aspects. Find out how you can improve your employees, put them in an environment where they can be really useful. A new car behind glass is just a mass of metal, plastic, and glass, but a running car is really what a car should be. The same goes for people, once developed, they must use what they have learned so that they can make the world around them a better place for themselves and for others. And with this don’t forget to provide them with training, show them opportunities for advancement and help them turn a job into a career.
9. Celebrate successes, big and small, and make the workplace fun.
Sharing small successes with your Employees is a great way to make the workplace fun, not only with champagne, two or more kilos of Ice Cream or a small cake with 1.5 Liters of Soda is enough, but you have to do what works best for you. If your immune system has taken a hit, maybe you can celebrate the successes with a hot cup of coffee or tea with a loaf of bread, it warms it up and still sets the tone for the celebration or maybe you celebrate the positive momentum for some time just whistling a happy tune or playing as an affirmation of greater gratitude.
10. Flexibility in the workplace
Be flexible, whether that means specifically giving your workers the option to work flexible hours, doing some custom scheduling rotations, or self-scheduling through coordination with other staff members in charge are good ways to promote positive morale of employees or you could allow your staff to leave work early for a personal matter when appropriate. Flexibility in the workplace is difficult to manage, because you need to meet operational demands. But you have to manage so that the flexibility policy is well defined and implemented accordingly so that your good intentions are not lost.
The bottom line is that employee recognition works. And with these tips increases employee satisfaction and surely satisfied employees produce more and stay in their jobs longer. Visit http://www.aheadguide.com for more articles on human resource management
