Normally, when managing talent, a company focuses solely on attracting new talent, leaving aside its loyalty and development.
There is no doubt that retention is a very important factor for companies, and that spend a lot of time on strategies to achieve this goal, but it is of little use if this retention does not imply the commitment of the employee that we achieve with a Loyalty.
There is a tendency to think that the company that has a low turnover rate is due to the motivation and commitment of the employees. In some cases it will be possible, but in many others it will not. The talent retention of these companies may be due to good monetary incentives, which in this case is salary. For this reason, we value talking about loyalty and not retention. It is more important that the employees who are part of our company decide to stay with us for reasons other than salary, such as the feeling of belonging, commitment, motivation, feeling valued, etc. To get this, We must apply a series of loyalty strategies.
"Always treat your employees exactly the way you want your best customers to be treated.”
Stephen R. Covey
Talent loyalty strategies.
COMMUNICATE AND EMPATHIZE
One of the best ways to retain your team is to listen to their concerns, doubts, new ideas... Communicate with them in a natural way, in order to empathize and know how they feel in relation to their work.
Communication is the basis of all relationships, and it is the only way to be able to understand each other.
An example of this would be holding individual meetings, in which you can speak more directly with your employee, to create a closer and more personal moment. In this way, you will be able to connect emotionally with them, attend to their needs, find out what interests them, how motivated they are, how they feel at that moment, and much more.
WORKING ENVIRONMENT
We would define the work environment of a company as the set of environmental, social and psychological factors in which the work is carried out. It directly affects the satisfaction and productivity of the employees, so it should be one of the first points to improve in any company.
To find out what type of work environment is in your company, you must carry out a study with which you can find out exactly how your team is and what to do to improve it.
A good study would be based on these indicators:
membership. One of the reasons why employees join the company, and with which they will obtain a commitment to its values and brand.
According to a study Engagement and the Global Workplace , only 23% of Spanish workers have come to have a sense of belonging and organizational commitment. Meanwhile, 47% feel dissatisfied in their job, as they do not sympathize with the values of their company.
Leadership. A key piece to achieve greater motivation, improve the work environment and competitiveness among colleagues, take care of the image and reduce absences.
The relationship between partners. Interpersonal relationships between colleagues in the same company must be healthy and positive, based on acceptance, trust, respect and empathy.
Physicals conditions. Another of the most important indicators for a good work environment are environmental factors. In order for our team to feel happy, creative and dedicated in their workplace, we must create an organized and welcoming workplace.
MONETARY INCENTIVE
The salary of each of our employees must be in accordance with their tasks and the level of responsibility they have within the company, as well as their performance. As we mentioned before, the salary should not be the only point to improve for loyalty to an employee, but it must be taken into account. In addition, you can choose to help your employees with other types of options such as pension plans, food vouchers, nurseries, etc.
NON-ECONOMIC INCENTIVES
Beyond the economic consideration that your employees receive, non-economic incentives are another option to encourage your employees. Their effort and work can be rewarded in different ways, in this case not financial, which will help your employee feel more valued and work with greater motivation.
Normally, these non-economic incentives include needs such as leisure, family reconciliation, training, etc.
TRAINING
There are many companies that help their employees in terms of training. Courses, masters, private classes, different ways in which employees increase their knowledge, skills and abilities. It is a type of incentive in which apart from the worker, the company also benefits. In this way, you will create an environment in which your team can have the opportunity to progress and acquire new skills, thus building loyalty among your employees.
Membership
One of the best ways to improve personal and work relationships, teamwork and the work environment in general, is the sense of belonging to the company, since it has a positive impact. Helps increase employee motivation, engagement and performance. To do this, you must recognize the employee's work, his achievements, let him express himself freely, and make him feel valued. Normally, these strategies are carried out by the Human Resources department, since they are in charge of achieving these objectives.
NEW LEADER
Employees today are looking for a different kind of leader than what we were used to. They are looking for a close, accessible, empathic person who helps create a good work environment. Someone who inspires them, who, as we mentioned before, empathizes with them and their circumstances, someone with whom to communicate without fear of what they will think, feel that they can trust and with whom they can work side by side.
Leadership is a fundamental element in a work group, which will help to retain talent exponentially.
Times change, and now it is the talent who chooses where and how to work. That is why companies take their concerns more into account. It is time to stop retaining talent, and start retaining it, so that they are the ones who choose to stay in your company because they truly believe in it and in what it represents.
