3 Step Strategy To Retain Employees

With a vast war for Talents on the market, managers are struggling to find qualified individuals who are fit for your job to fill in their organizations’ positions.

Additionally, hiring Talents is not a cheap affair. Let us say by way of example you’re expanding globally too, say, India. You probably don’t have any idea about the company and labor laws. You will have to engage a local expert to help you with the business formation in India and hire top talents if you are supposed to set up a business compliantly.

Contemplating the Struggle of locating top talents and the cost of hiring them, it’s paramount to put in efforts to retain them in your organization. If you’re to win in this region, a comprehensive employee retention plan is necessary.

Here is how to invent one in three easy steps.

Evaluate the present situation

Before anything else, you must know how good or bad your worker retention efforts are currently. Bear in mind that retention efforts should begin right from the recruitment process to the onboarding and continue during the duration an employee stays with you. As you analyze the situation, you must enter into account all these stages.

Ask yourself how good you are in finding the right people for your rankings. You can measure this by thinking about the number of days new hires spend in training before beginning the job.

Then analyze your onboarding process. How good or bad is it? Are there employees who have left the occupation during the onboarding procedure? What were the motives?

Thirdly, measure the risk of losing your current top talents even with worker retention efforts in place. Assessing the overall atmosphere at work will provide you an indication of how things are. On the other hand, the ideal location to obtain these insights is from the employees. Conduct employee surveys to gather feedback on various aspects of your employee retention efforts. Attempt to find out how happy and satisfied they are with their tasks. How dedicated and participated in their tasks are they? What is contributing to the circumstance?

Last, analyze the outside Factors that can potentially affect your present workforce. Seek to Understand how your rivals are doing in this sector. Is there a threat that Your employees can jump ship to work for your competitors? Also, analyze the job market situation. How are the others doing to maintain their talents?

Make a listing of actionable strategies.

With the data at hand, the next step is to compare where you stand in perspective to the information that you’ve gathered. Looking at the job market and your opponents, where do you put yourself. Look at the practices which you could adopt to enhance employee retention.

From your employee’s the idea is to understand the areas you can improve to enhance their happiness and job satisfaction.

After coming up with a list of potential actions, it’s very important to think about if they’re viable. At the very least, they need to be sustainable, effective and reasonably priced. As an example, if a brutal manager causes their unhappiness, you can choose to constantly train your managers on an individual’s skills so that they can discover how to treat people better. This is an action that’s great in the three aspects. On the other hand, if workers state that they need a car to be joyful, buying them a vehicle each can be effective, but it’s nowhere near cheap or sustainable.

It is important to involve your workers in this exercise. Conduct one-on-one encounters to ensure that you’re considering every person’s opinions. Hold brainstorming meetings and encourage everyone to contribute. You need a plan that is actionable and inclusive.


The last step is to implement the strategies which you’ve decided on in step two. Here, you will want your supervisors’ help to make certain that the best practices are preserved in each corner of the workforce. Bear in mind that these efforts should be put in motion by the word go. As you recruit new hires, be very keen to locate people who align with your company culture.


Now that you have a strategy in place, your job does not end there. It is essential to be agile and constantly evaluate how you’re doing as a company. Continue looking for Things you can improve, change, or remove from your strategy. You wish to accomplish a happy and satisfied workforce as per their current needs.

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