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Data-driven employee retention techniques for lower turnover

After putting in the hard yards onboarding your new employees, it would be a shame to see them walk right back out the door in less than a year.

Unfortunately, that’s exactly what can happen if managers and team leaders don’t make an effort to keep employees happy beyond the onboarding lifecycle.

We've put together three employee retention tactics to boost engagement and keep team members satisfied throughout their (hopefully lengthy) tenure.

1. Don’t assume that everyone wants the same thing


The saying 'one-size-fits-all' is known to be utterly misleading - and the logic holds true here. 

Busy parents may value a flexible schedule over a higher salary, middle managers might want the traditional promotion-and-raise kind of perks, and new graduate employees could be looking for mentorship, training, and a supportive culture.

In fact, when TINYpulse surveyed 200,000 employees, the company found that the top five motivating factors for employees include:

bluedots Peer motivation (20%)
bluedots Desire to perform well (17%)
bluedots Being recognized (13%)
bluedots Being impactful (10%)
bluedots Growing professionally (8%)

Money didn’t even make the list!

Rather than assuming that’s what motivates everyone, managers should talk to their team members regularly about what would engage them most in their role. This doesn’t have to be a formal process; feel free to chat about it over a team breakfast at the office or a one-on-one after-lunch walk around the city.


RESOURCE ALERT_

Try our New Hire Profile Guide for insights on several of the most common new hire personalities and what makes them tick!

 

2. Leverage strengths rather than focusing on weaknesses


How many performance reviews focus on what employees are doing wrong rather than what they could be doing right? We’re big fans of leveraging strengths over weaknesses and so is science, apparently.

Gallup’s research has found that strengths-based employee development can lead to a 9 – 15% boost in engaged employees, not to mention other great perks like better sales, profits, and customer satisfaction. 67% of team members who strongly agree that their manager focuses on their strengths are engaged in their roles, compared to just 2% of engaged employees who strongly disagree that their manager focuses on strengths.


RESOURCE ALERT_

If your company doesn’t already use a strengths finder type tool, try the CliftonStrengths Assessment - an online assessment tool powered by Gallup that measures and ranks organizational talent.

 

3. Open doors, not floors


Transparency can transform your company.

A study conducted by Brigham Young University School of Communications found that transparency can lead to higher levels of organizational trust, which is more reason to encourage an open-door policy and frequent communication between company leaders and the rest of the population.

But keep in mind that while open-door policies can be a great employee retention technique, open-plan offices can occasionally be a huge collaboration killer.

Despite the notion that open-plan offices boost interaction and collaboration, research has found the opposite with face-to-face time actually decreasing by 70% with an open floor-plan office.



Getting employee engagement RIGHT can be a challenge, but it doesn't have to be!

Talmundo's onboarding platform will set your employees up for success and boost new hire retention by up to 82% - explore our platform to find out how!
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Topics: Onboarding , Featured
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