How to Reduce Employee Turnover
The best way to ensure employees do not leave is to make sure you are hiring the right employees to begin with. Define the role clearly—both to yourself and to the candidates. And then be absolutely sure the candidate is a fit not only for the position, but for your company’s culture.
Offer Competitive Pay and Benefits:
People want to be compensated well. They need to cover standard expenses like housing, utilities, and food. And most people want enough money for extras, too. If you don’t pay your employees well, they’ll find a business that will. Research what other competitors pay their employees, and what benefits they offer
Give Praise :
Your employees need encouragement and recognition. When employees do something right, show your appreciation. When they finish a large, difficult project or submit a project before the deadline, congratulate them. Show them that you see their hard work. When employees feel respected, acknowledged, desired, and motivated, they are more likely to stay
Show The Career Path
If employees stay stagnate in one job for too long, they might search for another job where they can advance. Most employees want to increase their skills and knowledge and move up the career ladder. Showing employees a projected career path gives them a sense of direction and purpose.
Allow Flexible Work Schedules:
If it’s possible, allow flexible work schedules. This let employees adjust their work time and location. Employees can create a work-life balance for themselves. Your workers can pursue things beyond work, go to appointments, and take care of their families. If Flexible schedules aren’t possible there are ways you can offer flexibility, such as flexible lunch times.
Encourage generosity and gratitude
Encourage pro-social behavior in your employees. When they are given the opportunity to connect with one another through acts of generosity and the expression of gratitude, employees will be healthier and happier. And by encouraging them to be on the lookout for good behaviors to commend, you give people a sense of ownership of the company.
Pay attention to engagement
Conduct questionnaires and surveys that permit your employees to express their opinions and concerns. Keep employees out of the dark. If organizations act secretive and only communicate information on the “need to know” basis, it will likely cause lower engagement rates. Continue to discover ways to keep employees interested and excited to come to work all year round
How to Build Rapport
Share your failures. Employees often place their managers on a pedestal, so they tend to hide their mistakes. To make your employees feel psychologically safe with you, occasionally share accounts of your mistakes. It signals to them that you aren’t perfect, so they need not be either. It also encourages them to feel comfortable enough to own up to their mistakes and discuss ways to fix them.
Talk Beyond Work
If you only talk about work related stuff with your employees, they might tend to have their guard up and conversations can be stiff. Of course, you’ll want to establish boundaries and refrain from sharing too much, such as your political opinions or your romantic relationships. When conversing with team members try to have a mix of personal and professional topics.
Practice active listening
If your direct reports feel that you’re really listening to them, only then will they share their ambitions and opinions with you. Active listening will help you build a stronger organizational culture and prevent problems from being shoved under the carpet because people feel that nobody really cares.
Be Genuine
Authenticity is key to building rapport with your subordinates. If you’re putting on an act of caring for your employees, they will see through it. You will not achieve anything by a superficial show of care. Your employees will not feel comfortable enough around you to speak honestly with you. it would be good to take an interest in your team members as ‘people’ instead of ‘workers.’
Develop Emotional Intelligence
Communication consists of other important factors like tone of voice and body language. Non-verbal cues can provide clues to what a person is really thinking, which may be at variance to what they’re saying. Recognizing micro-expressions in your employees face when they are speaking (or not speaking!), will help you connect better with them. In turn, your employee will feel safer communicating with you
Ask meaningful Questions
You’ll want to adopt a questioning style of coaching and guidance as a manager because it helps your employees to be solution-focused instead of problem-focused. Be genuinely curious about your team members and ask insightful questions that show that you’re interested in them. Consequently, direct reports feel empowered and accountable for their tasks.
One on One meetings: The best space to build rapport
You can use the dedicated time to really get to know your employee and establish a rapport with them. You can schedule a spot during the meeting to discuss things outside of professional goals, such as your employee’s hobbies or family. Use icebreaker questions to set a positive tone for the meeting.
How Supervisors Can encourage Ethical Behavior
1st established a code of ethics within your company. A code of ethics is a policy statement of a company’s values, responsibilities, and conduct expectations. The purpose of a code of ethics is to guide employees in handling ethical dilemmas. It is essentially a moral compass.
Ethics Training
Having codes and policies in place that address ethics is not enough. Employees need to be taught how to respond in situations involving ethics. Therefore, many managers enroll their employees in an ethics training program. Ethics programs often involve activities that encourage ethical behavior and reinforce a company’s ethics code/policies.
Selecting and Hiring Ethical Employees
Although it is important, or even required in some cases, to have an established and effective code of ethics, it is crucial to the stability of a company to first hire ethical employees. It is better to hire someone who is naturally inclined to behave in an ethical manner than to rely on a company code of ethics to encourage an unethical employee to make ethical choices.
Whistle Blower Protection
One of the best enforcement tools is a whistleblower hotline, which is a phone number or other method for employees or other stakeholders to report suspected acts of impropriety, such as fraud, waste, abuse, misconduct, or violations of policy, laws, or regulations. These reports are usually confidential and may be anonymous.
Fostering Ethical Decisions
Ethics programs disclose important corporate values, often through the use of policies and employee/manager training. They help mitigate the worst consequences when employees do stray, and they help prevent “accidents” by raising employee “safety” awareness. After a program has been implemented, senior management should monitor and evaluate it
https://www.workhuman.com/resources/globoforce-blog/12-surefire-tips-to-reduce-employee-turnover
https://www.forbes.com/sites/mikekappel/2017/08/09/5-ways-to-reduce-employee-turnover/?sh=e37287550014
How Managers Can Encourage Ethical Behavior
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