A topic we regularly hear about is the turnover of employees and the desire (often sheer necessity) to retain people within the organisation. Often it is related to (young) talent (often millennials), however, usually it concerns employees in general.
On the other hand, we also frequently hear that it is difficult to keep employees, especially those with longer tenures, mobile. Which does not mean that the employees should be mobile outside of the organisation, but it does mean that people remain ‘change flexible’ and don’t get ‘rusted’.
On the surface two separate challenges, however in practice they are strongly correlated.
But how?!
There is not one perfect solution. That is great news! It means that it is possible to achieve for different type of organisations; big, small, large and narrow budgets, a lot of diversity among employees and homogenous employees.
Our idea
We at Fresh Habits are convinced that retaining and fascinating goes beyond the walls of the organisation. In fact, we think it mainly happens outside of the walls of the organisation. In order to retain and fascinate, you have to dare to let go.
First, the financials need to be in order. If this is not the case, you won’t be able to retain for sure. We are not saying that the salary should be high, nor that money is the reason for people to stay. What we are saying, is that you can offer amazing benefits without success if the basic salary isn’t right.
Is the salary meeting the norm? Great, we can continue!
What is important for employees (all generations), is the possibility to develop personally. Offering opportunities, in- and outside of the work field is very important. Don’t be rigid. If your employee wants to do an art-painting course, it may not have a direct effect on his/her works. However, the indirect effect is so much bigger. Because your employee is going to be so happy with this course and he/she owes this happiness to the organisation! Those are major kudos for the organisation. In addition, it is scientifically proven that happy people are better performers at work. There you go!
More and more people want to have a purpose, be of value. Social responsibility can be a reward. Give people time to volunteer. Plant a tree instead of a monetary bonus. There are so many options, that also fit your organisation. This is a great opportunity to receive kudos from your employees and customers.
Freedom. The possibility to have flexible working hours. True, this is easier for some organisations than the other. However, to certain degrees it is possible for every organisation. Sometimes it is about working around the standard 9-5. Or the possibility to build up extra holidays; a contract for 32 hours, working 36 hours and every month you gain 2 extra holidays! The possibility to take a 6-month sabbatical. Why not?
Assistance and support. Do you have an employee who is studying or training for a specific sports event? Is it possible to do (part of) it during working hours? Are there problems at home, can somebody work from home to be there for the kids or an elderly relative? An employee who would like to start his/her own business? Support this! Have a conversation, talk about it. Again the possibilities are endless and certainly not impossible.
Why should you consider these kinds of initiatives? Well, employees will be happy and appreciate the organisation. That people can talk about their wishes and desires openly, and thus as an organisation you can prepare. Employees will feel more connected to the organisations and be more committed towards it. Employees will remain mobile, inside and outside the organisation which will prevent rusting. And yes, some people will leave sooner than you would like. This possibility remains. However, by talking about it you will notice that people will stay longer while enjoying themselves and leave sooner when they don’t enjoy themselves anymore. That is a massive win.
Be aware of one specific mistake: we should not think for the employees. Talk to your employees, what do they want? What are their wishes? You don’t have to offer everything, but show flexibility and trust. No ‘one size fits all’ but a ‘my size fits me’ approach.
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