Remote employee retention strategies aren’t costly and will help you fix all of the issues that make people leave your company. Here’s how.
What if I told you that 73% of employees are looking for new opportunities. Yes, that includes your own team members who might not be happy with the team culture, company organization, or development paths.
Focusing your HR efforts on your employee retention strategy brings a series of benefits that make it impossible to omit it out of your daily routine, including:
But before we get into the nitty-gritty of remote employee retention strategies, let’s talk about the elephant in the room:
Why do employees leave?
There’s a couple of obvious reasons why someone would leave a company: low pay, negative relationships with their colleagues, looking for a new challenge, wanting to be a part of a different work culture.
But then there’s the reasons we seem to neglect:
Remote employee retention strategies aren’t costly and will help you fix all of the issues above. Here’s how.
Learning and development is constantly being referenced as a primary factor to consider when getting and keeping a job. Give your employees a solid role within your company so they won’t hide behind projects they'll never get public credit for.
Putting them face-to-face with a chance to actively contribute to the company’s success keeps them accountable and more engaged.
This can be done in many ways:
We’ve previously gone over some of the fun perks companies offer to stand out in an increasingly competitive talent market.
But where do organizations go wrong?
A few mistakes companies make when providing employee benefits are:
Remote employee benefits aren’t a one-size-fits-all and they certainly aren’t created equal. We let you focus on keeping your team happy and engaged by taking over the benefits duty. Panther offers private healthcare and life insurance for your entire team in over 175 countries. We help you reduce costs through unique discounts, by covering your teammates under one plan with us.
You can predict how long a person will stay with your company before you hire them. Strong onboarding processes can set a good impression and increase your chances of keeping talent by 82%. And you might not know this is an innovative employee retention strategy.
Go over our checklist of onboarding best practices to see what common blunders you can avoid and how to create a memorable onboarding experience.
In a past article, we talked about how “poor leadership” was one of the main cons employees cited on Glassdoor company pages. And it’s also one of the leading causes for team members leaving organizations that otherwise seem like an ideal place.
The main problem lies with a lack of communication from the leader’s side. What does good team-manager communication look like?
Another one of the leading duties of a manager is to be a mentor. Starting a mentorship program should be a no-brainer given that 89% of employees with mentors feel like their work is valued.
To ensure the effectiveness of employee retention strategies you’ll naturally have to focus on the core problems too. Showing recognition is a good place to start.
But don’t just thank your remote team after huge achievements. Recognition comes in multiple forms that span across an employee’s entire lifecycle with your company.
You can show your appreciation by accommodating work schedules and environments to every person, letting your team choose between remote-hybrid-office work attendance, or catering to their professional development needs. Also, ensure your employee recognition programs align with your company’s values and promises to new recruits. For example, if you boasted your reskilling and wellness strategies, focus your main efforts there. These are two of the trending HR highlights to keep an eye on in the upcoming years for a good reason: they keep people happy and ensure they enjoy working for your company, limiting the chance of them leaving.
Finally, remember to regularly check in on sentiment with your employees, whether that’s through one-on-ones or engagement surveys. This helps you adapt the strategies you use to reduce employee absenteeism and enhance employee retention for good.
Among the things you can ask to guarantee you get their honest thoughts and signs of a potential leave are: