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What makes or breaks an employee’s decision to stay at your company? Even if you conduct exit interviews, you may never find out the real reasons.
However, there are common best practices you can lean on for driving employee retention. If you’re wondering how to drive employee retention, best practices like the below can help.
But, preventing the common reasons for attrition at the start of your hiring process will go a long way. Learn more about how to drive employee retention pre-hire in our article: How to tackle retention pre-hire.
Let’s see what HR leaders are prioritizing when it comes to maintaining their unicorns.
Laurie Ruettimann in 5 ways to improve employee retention
Laurie shares that transparency is overrated when it comes to driving employee retention, stating, “Adults are adults: responsible, accountable, but also passionate and nervous about their self-interests. You can retain your workforce by being open, having mature conversations about important topics, but also staying one step ahead of emotional reactions. Don’t be condescending, but don’t be irresponsible with important information.”
TalentCare in Turnover sucks, don’t let it ruin your reputation
In this article, TalentCare highlights the perks of conducting exit interviews, which reveal more information on what went wrong. TalentCare shares “This is a wrap-up meeting between management representatives and someone who is leaving an organization, either voluntarily or through termination and can help you understand reasons for an individual employee’s departure, gauge morale, identify disconnects with leadership, compensation or other culture or workplace problems.”.
Robert Half Talent Solutions in Making work-life balance a part of employee retention
Everyone wants the flexibility to choose where they work, right? This piece highlights the importance of work-life balance, sharing “Flexibility is the basic idea behind alternative work arrangements. You give employees some measure of control over their work schedules — and workspaces — thereby making it easier for them to manage non-job-related responsibilities and maintain work-life balance. There’s also a business rationale behind the concept. When it’s easier for employees to deal with pressures on the home front, they are likely to be more productive when they’re on the job — and less inclined to jump ship if one of your competitors offers them a little more money.”
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