Retaining Talent: A Guide for Employers

By: Jikku John

Legal Counsel to Commissioner Joe Esparza 

In today's competitive job market, employers face a constant struggle to attract and hire qualified workers. However, oftentimes, much less emphasis is provided to retaining good talent. This can lead to high turnover rates and a decline in employee morale, ultimately hurting the organization's overall success.

This article aims to provide suggestions for employers to not only attract and hire qualified workers, but also to ensure their long-term retention.

Invest in finding the right fit

For employers, a robust hiring process is paramount to ensuring successful long-term retention. Rather than making a hasty decision with the hope of correcting it later, employers must invest in a comprehensive process from the outset. This begins by clearly defining the goals of the position and identifying the specific skills, behaviors, and competencies required to achieve those goals.

To identify the most qualified candidates, employers should conduct thorough interviews, asking targeted questions about both job skills and candidate attitude. This involves prioritizing active listening and paying close attention to non-verbal cues like body language and eye contact. Moreover, employers should recognize that soft skills like motivation and attitude are equally important for a candidate as compared to hard skills such as math, literacy, and problem solving.

Onboard new hires by providing them with a written policy manual

Employers must ensure that their policies are communicated effectively to employees, ensuring understanding and comprehension. Clear and straightforward language should be used to explain company expectations. Although neither federal nor state law require a private sector employer to translate their policies, if an employer realistically expects to have enforceable policies or job rules, it is extremely beneficial that the employer’s expectations are explained to all new workers in a language that they understand and comprehend.

Show patience with new hires

New employees may require guidance and patience as they adjust to their roles and responsibilities. Employers should avoid reacting negatively to perceived "foolish mistakes," as this can damage employee self-confidence and create a negative work environment. Instead, a calm and supportive approach that encourages learning and growth is essential. By fostering an atmosphere of trust and understanding, employers can create a workspace where employees feel empowered to develop their skills and contribute effectively.

Communicate frequently with your employees and actively listen to their feedback

Good employees are an employer’s most valuable resource. Success is impossible without a dedicated and motivated workforce. Active management helps to identify employees ready for greater responsibility and to quickly address any morale concerns. Providing meaningful feedback is crucial. Positive reinforcement for good work encourages employees to proactively address areas for improvement. When mistakes occur, address them promptly and constructively. The ultimate goal is to support employee growth and enhance overall performance.

Communicate growth opportunities to your employees

While competitive salaries are vital, employers should recognize that top performers are also motivated by benefits that go beyond money. These individuals seek stimulating work, opportunities to learn and grow, and work-life balance. Offering unique and valuable benefits can make your organization stand out. However, be transparent about what you can offer, and avoid making promises you can't keep, as this can damage employee trust and morale.

Promptly address performance issues

Don't wait for performance issues to become major problems. Address them promptly and decisively. Early intervention can save significant time and effort later. While addressing underperformance requires a time investment, ignoring it can have serious consequences, including a decline in overall productivity and morale. Remember, top performers notice these issues and can feel burdened when others aren't pulling their weight.

Avoid vague or general statements with respect to employee feedback

To improve performance, start by clearly identifying the problem. Focus on specific behaviors that impact work, not vague judgments. Instead of saying “you have a bad attitude,” provide concrete examples like “you were seen on personal calls during work hours when colleagues needed help meeting a deadline.” This emphasizes behaviors the employee can control. Follow your company's disciplinary policy, document everything in writing, and be clear about the consequences of continued poor performance. Strong, objective documentation is crucial for protecting the company.

Respect the work life balance

Small details matter when it comes to employee satisfaction and retention. Many employees juggle family responsibilities alongside their work. Offering family-friendly programs can make a workplace stand out and attract top talent. These programs could include flexible schedules like flextime and compressed workweeks which help employees better manage their time. By offering such options, companies can create a supportive and attractive work environment that helps employees thrive.

Conclusion

From a strictly business standpoint, it makes good sense to be a retention-driven employer. Employees are the foundation of any successful company. Investing in employee retention is critical for achieving long-term goals, while also giving the employer an invaluable competitive advantage.

For questions about this issue, or any other employment-related matters, employers can call our employer hotline at: 1-800-832-9394, or email us at: [email protected].