What definitely won't help retain an employee in the company?
Posted: Thu Jan 23, 2025 6:56 am
Remember about rituals
Rituals unite the team, so even in the most difficult periods it is important to observe them, and in the race for indicators, do not forget to “anchor” successes and praise employees.
A ritual can be anything: Friday offline meetings, group get-togethers on Zoom with a cup of tea, trips out of town, or even a stand-up show between employees.
The main thing is that the whole team participates, and not in the format of "obligation", but out of their own interest. We settled on weekly and monthly demos - general meetings where they talk indonesia telegram database about the results, praise the guys and departments that have implemented them.
We also use two channels in the corporate messenger Mattermost:
General, where we post basic information about the company and corporate events.
Sky-threads, where operational news is published. There we talk about the results, support and praise colleagues and teams.
Remember that each employee is first and foremost an individual. And the manager's task is to build relationships so that the guys hear and understand each other.
The combination of all these strategies helps not only to retain, but also to create commitment to the company, turning the employee into almost an ambassador and “brand advocate”.
It is important for companies of any size, whether a small startup or an international giant, to remember that the most important thing is people, and to create conditions so that they feel comfortable spending their time and intellectual resources with you.
The combination of these strategies helped us reduce voluntary turnover by 5.5% in 2023, which is a good indicator for a large business.
Related: What Qualities and Skills to Look for When Hiring Employees in the Digital Age
Exclusively financial motivation. Of course, the prospects for salary growth and bonuses are important, but people do not work only for money, a company culture that is close to them is important, as well as the accessibility and involvement of the manager.
A social package formed according to subjective feelings. You shouldn't introduce any benefits (even the most necessary ones in your opinion) without finding out the opinion of employees. Perhaps they need something much more basic than you think.
Trying to keep everyone on the team. In order for the company to retain performers, idea engines, talents — those who are close to the company's ideas and mission and are ready to strive for results — it is necessary to recognize that with some employees there may not be a "match". It is important to be able to part with them.
Concealing information "for the benefit of employees". This applies to situations when a manager is forced to tell employees something not very pleasant. Companies may be afraid to give all the information and only talk about the final decision and innovations, but do not explain its prerequisites, fearing anxious moods. However, concealment works just the opposite, because of the "blind spot" employees may start to worry and get lost in conjectures, stop trusting. It is better to give all the introductory information at once, so that no one can guess for the worse.
Rituals unite the team, so even in the most difficult periods it is important to observe them, and in the race for indicators, do not forget to “anchor” successes and praise employees.
A ritual can be anything: Friday offline meetings, group get-togethers on Zoom with a cup of tea, trips out of town, or even a stand-up show between employees.
The main thing is that the whole team participates, and not in the format of "obligation", but out of their own interest. We settled on weekly and monthly demos - general meetings where they talk indonesia telegram database about the results, praise the guys and departments that have implemented them.
We also use two channels in the corporate messenger Mattermost:
General, where we post basic information about the company and corporate events.
Sky-threads, where operational news is published. There we talk about the results, support and praise colleagues and teams.
Remember that each employee is first and foremost an individual. And the manager's task is to build relationships so that the guys hear and understand each other.
The combination of all these strategies helps not only to retain, but also to create commitment to the company, turning the employee into almost an ambassador and “brand advocate”.
It is important for companies of any size, whether a small startup or an international giant, to remember that the most important thing is people, and to create conditions so that they feel comfortable spending their time and intellectual resources with you.
The combination of these strategies helped us reduce voluntary turnover by 5.5% in 2023, which is a good indicator for a large business.
Related: What Qualities and Skills to Look for When Hiring Employees in the Digital Age
Exclusively financial motivation. Of course, the prospects for salary growth and bonuses are important, but people do not work only for money, a company culture that is close to them is important, as well as the accessibility and involvement of the manager.
A social package formed according to subjective feelings. You shouldn't introduce any benefits (even the most necessary ones in your opinion) without finding out the opinion of employees. Perhaps they need something much more basic than you think.
Trying to keep everyone on the team. In order for the company to retain performers, idea engines, talents — those who are close to the company's ideas and mission and are ready to strive for results — it is necessary to recognize that with some employees there may not be a "match". It is important to be able to part with them.
Concealing information "for the benefit of employees". This applies to situations when a manager is forced to tell employees something not very pleasant. Companies may be afraid to give all the information and only talk about the final decision and innovations, but do not explain its prerequisites, fearing anxious moods. However, concealment works just the opposite, because of the "blind spot" employees may start to worry and get lost in conjectures, stop trusting. It is better to give all the introductory information at once, so that no one can guess for the worse.