Employee Retention – Building Commitment

Good day everyone

Welcome back to the Café

Here is a piece of training I shared with a student this week.

I hope you find it helpful.

Employee Retention – Building Commitment

A committed employee is precious. You can gain staff commitment by meeting people’s fundamental needs: paying attention to people at all levels; trusting and being trusted, tolerating individuality; and creating a blame-free, can-do culture. But why go through all these? What is the importance of gaining trust and commitment? It all goes down to the fact that when a company gains their employees’ trust and loyalty, they establish employee retention. And employee retention is vital in establishing a firm foundation as the company grows and achieves its goals.

1. What Is Employee Retention?

Employee retention is all about encouraging people to commit themselves throughout the company. Through employee retention, the company can lessen the additional expenses of hiring and training new people and at the same time build trust and commitment within coworkers, the result of which is happier, harder working employees.

2. The Basics Of Gaining Trust

The quality and style of leadership are major factors in gaining employees’ trust and commitment, thereby initiating employee retention in the long run. Clear decision-making should be coupled with a mutual and emphatic approach. This entails taking people into your confidence and clearly and honestly valuing their contributions. In turn, you gain employee retention.

As the boss, you should also

– Make yourself as visible as possible

– Show yourself to be approachable

– Always be willing to listen to others

– Never ask an employee to do something you would not be willing to do yourself

– Learn to trust those who work for you – trust is a two-way street

3. Sense Of Ownership In The Organization

A company can gain trust and commitment and expand their shareholders simultaneously by offering employees the opportunity to purchase shares in the company or implement a rewards program where shares in the company are provided instead of monies. By letting them feel that they will realize that the company’s success is their success as well, and its downfall is their failure too.

4. Pride

If your employee takes pride in being a part of the organization or the company, the chances are that employee will surely stay for good. Employee retention is achievable when the employee feels good about the work, loves the company, knows that they are in good hands, and takes pride in their work.

5. Creating A Strong Sense Of Team Spirit

Employee retention can be achieved if you know how to foster a sense of team spirit. If this is achieved, your employees will serve best for the interest of the group and their satisfaction as well. Corporate events and challenges between departments (or even between store locations) are examples of how you can foster team spirit.

6. Commitment

Commitment is the highest form of employee retention. Suppose your employee is already committed to the company by expressing his or her desire to uplift the organization’s status, boost productivity, and refurbish mistakes and failures. In that case, you can be sure that the employee will stay for good.

Keep in mind that when employee retention is achieved, the company should, in turn, keep that retention as well by remunerating effectively and expressing appreciation through employee recognition. If this is all incorporated, then a harmonious relationship between the employee and the company is at hand.

Thank you for stopping by the Café. Would you please share it with someone who could benefit from it if you found this helpful? For more tips and resources, visit the website at thecafeboss.net. Please also feel free to buy me a cup of coffee. https://www.buymeacoffee.com/cafeboss2503

Published by cafeboss2503

I am a Retail manager with over 30 years of experience and stories. I started as a shift manager and worked my way up to Regional Management positions. I also enjoy a good cup of Coffee.

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