Keep Your Top Employees – It’s Costly to Replace Them

Every company has top performers it wants to retain and keep in its organization. With the job market heating up, competition for top people is fiercer than ever. What can you do to keep your top employees? Here are a few tips.

Keep your salary and benefits competitive

One way to show your employees how much you value their work is by how much you pay them. Salary alone won’t keep your top people, but it is an important component in retention. Rewarding hard work and being respectful toward their salary should be enough to keep your best employees when combined with other factors.

Provide feedback

Everyone wants to know how they are doing. You should have an open-door policy for all of your employees, not just for top performers. Let them know how they are doing. Listen to their concerns and suggestions. Offer advice. The desire for receiving (and expecting) feedback is increasing with younger workers.

Provide opportunity for professional development and advancement

No one is going to hang around for a long time if they see their job is basically a dead end. The company needs to give the top performers opportunities to grow and advance in their career. They also should have opportunities for professional development. This can be done in various ways – through mentoring with more senior employees or seminars or other types of instruction.

The top employees also need to know how they are making a contribution to the company as a whole, something that gives their job meaning and significance. They also should be given more responsibility as they grow in their job, something that will make it more challenging and interesting.

Provide flexibility

This is especially important for younger workers, but all workers are concerned with a healthy work-life balance. The company should provide top performers with flexible schedules that are more in tune with their personal and family life. They could also be given the opportunity to work from home. A tradition 9-to-5 schedule is becoming less popular. Balancing flexibility with productivity is the job of the manager.

Provide recognition

Most companies acknowledge the need to provide recognition to their employees for a job well done, but surprisingly few follow up on this in actual practice. In fact, it is something that really doesn’t take a lot of resources or effort to do. Every employee, not just the outstanding performers, want to be recognized for their good work. This can be done in various ways – a company-wide email, for example.

If your company is looking for reliable, competent workers in the Inland Empire, Arrow Staffing can find them for you. We are one of the most well regarded firms in the area. Give Arrow a call today.

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