The Main reasons why employees leave a company: SOL:Retain and Make them Happy – Human Resources

http://mystudentrockstars.blogspot.com/

There are seven main reasons why employees leave a company:

1. Employees feel the job or workplace is not what they expected.
2. There is a mismatch between the job and person.
3. There is too little coaching and feedback.
4. There are too few growth and advancement opportunities.
5. Employees feel devalued and unrecognized.
6. Employees feel stress from overwork and have a work/life imbalance.
7. There is a loss of trust and confidence in senior leaders.

Here are some effective strategies for motivating and retaining employees:

Instill a positive culture. : First effective strategy for motivating and retaining employees is, there should be healthy office working atmosphere because employees get lot of motivation by good working atmosphere. Working place should be attractively designed and maintained. The working atmosphere should be free from any kind of politics and bad things. Every employee should be happy by his colleague’s growth. It’s very essential that every one must take initiative for doing any type of work. Always be clear in making any rule or policy.

Proper Compensation and benefits: A compensation, benefit or incentives are designed on the performance of employee.Any company or organization is set up for offering quality service to it’s customers, gain profit, reputation in the market and make progress day by day so for getting capable employees who can contribute in attaining all above things an, employee should always see to their needs and reward them for their performance by giving them money or promotion etc. This strategy aids in encouraging employee’s honesty, efficiency, courtesy, and professional pride.

Employees Should Be Independent: If employees do the work in their own style then it can result more beneficial in comparison to the work set on conditions so it’s very necessary that they should be independent as it makes the working environment healthy and light. They should be free to give their suggestions related to any issue related to the work.

Use communication to build credibility. No matter what the size of the organization, communication is central to building and maintaining credibility. Many employers get communication to “flow up” through a team specifically for this use which solicits and/or receives employees’ opinions and suggestions and passes them on to upper management. If there will be proper communication between employee and his colleagues or employee and his employer then he will be able to tell about his problems and concerns regarding various issues. Communication can be done by organizing meetings, giving training and having dialogues

Work Should Be Recognized: If any employee’s work is recognized by his seniors and he gets appraisal or acknowledgment then he gets motivated to do the work with more sincerity. Instead of rewarding money, if few words of praise are said to motivate the employee by his employer then it works a lot. The employer should watch their employees recurrently and when he sees any good work done by his employee then he must praise that employee then only this will motivate them to repeat his performance again and again.


Make employees feel valued. : Employees will go the extra mile if they feel responsible for the results of their work, have a sense of worth in their jobs, believe their jobs make good use of their skills, and receive recognition for their contributions Be ready to give your employees support whenever they have any query or problem. Support by the employer can be given through telephone, by email or on-site. This keeps the employee busy in doing their work with full concentration. Also remember to give respect to the workers, they motivate to work beyond their limits

Encourage referrals and recruit from within. Having current employees offer referrals could help minimize confusion of job expectations. Current employees can realistically describe a position and the environment to the individual he/she is referring. Another way an employer can lessen the impact of turnover is to hire from within, since current employees have already discovered that they are a good fit in the organization

Fun @ work: In effective strategies for motivating and retaining employees, another step is always try to keep the work atmosphere light and full of fun because people like to work in the atmosphere which is enjoyable. As this kind of environment keep the employees motivating and retaining to do the work with full enthusiasm.

Sense Of Responsibility: Everyone is wholly responsible for the action done by him. By providing power to employee for taking the decision makes him sincere towards his work. This is another best way to motivate and retain the employee.

Foster trust and confidence in senior leaders. Develop strong relationships with employees from the start to build trust. Employees have to believe that upper management is competent and that the organization will be successful. An employer has to be able to inspire this confidence and make decisions that reinforce it. An employer cannot say one thing and do another. For example, an employer shouldn’t talk about quality and then push employees to do more work in less time.

A good working atmosphere and proper training are very necessary. There should be support and timely benefit should be rewarded to the employees for encouraging them to give their best in the organization development and progress. These benefits can be given in the form of money, promotion or even if few words of praise are said to the employee then also he will be motivated to do the work enthusiastically