It's pretty well known that finding the "perfect employee" is a constant effort on the part of organizations everywhere, so it's important to break the idea of "perfection" down into several smaller pieces.
The goal is low turnover rate, and retention of the best employees in your organization.
Once you've managed to establish a system regarding the acquisition of top performers, many companies fall short when it comes to keeping those employees around. It is often stated among HR professionals that bringing good talent in is much easier than keeping them at a company.
We've put together a couple of tips to keep at the front of your mind when dealing with employee loyalty and structuring the organization on a large scale that will not only add value but will help to retain the best employees you already have.
Improve and/or Maintain Company Culture
It's likely you've heard the term "culture" thrown around about workplaces and company environments, but what does it actually mean?
As best we can describe it, your company's "culture" is the quality and content of interaction (both spoken and unspoken) between management and employees, and among groups of employees.
As a manager, it is your responsibility to keep your finger on the pulse of the company - are one employee's bad days starting to effect others? Is there a problem with cattiness, or prejudices, or attitudes? These things can detract from quality of company culture and ultimately make employees who would otherwise be satisfied with the position not want to linger at the company while a solution is found.
It's an unfortunate side effect, but often the solution to some of these problems can be to (privately) address the employees contributing most to the negative culture, and remind them that this behavior will not be tolerated.
You never want to be in a situation where the negative employee's behavior cost you one (or many!) good employees.
Reciprocate and Simplify
It's important to remember that people want to be shown by example, not by being told what to do. This is extremely valuable in employee loyalty - employees want to be shown loyalty first before they're willing to give it. After all, if they decide to leave and change organizations, the wasted time, effort, and cost will almost entirely fall on the company. It's in the best interest of the company to be loyal to employees, and in return you get their loyalty.
It seems simple enough, but many managers are quick to assume that loyalty = money. This may be true for a percentage of workers, but those probably aren't the kind of "loyal" you're looking for. Let the mercenaries find a company that will pay their exorbitant price and throw them on the chopping block at the slightest failure.
Real loyalty is gained through things like praise, respect, flexibility regarding the employee's needs vs the company's, and even things as simple as making sure that you are actively listening to feed back. Deaf ears are not a way to get feedback sessions to translate into loyal employees.
In fact, most often employees develop disdain or distrust for managers who seem to listen with the "in one ear, out the other" strategy too often - as an employee, they understand you have a lot to deal with, but even when you may not be able to act, you can always find time to listen.
Loyal employees will, in turn, breed a culture of loyalty and mutual respect, which is what fosters success in every top people-driven organization around the world.