![](\"http:\/\/squarehr.com\/wp-content\/uploads\/2019\/02\/hr-specialists-reveal-8-employee-retention-strategies.jpg\")
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Employee retention strategies are critical to the health of your company. This is particularly true for smaller businesses, which often don\u2019t have the luxury of employing multiple people in the same role. Every team member is essential.\u00a0 <\/p>\n
Having a strong team can
\ngive you the confidence necessary to drive your business forward. When a star
\nemployee submits their two-week notice, that momentum is shattered. <\/p>\n
This can leave you wondering what you could have done, if anything, to keep that employee from looking elsewhere. Think about it: When was the last time you focused on how to better retain your employees? <\/p>\n
As a business owner or manager, you\u2019re juggling many
\nresponsibilities to keep your business running smoothly. Unfortunately,
\ndedicating time to keeping good employees may slip off your daily priorities. <\/p>\n
This is especially true for small enterprises, which account for a huge part of the American business landscape<\/a>. Businesses with 500 employees or less constituted 99.9 percent of existing U.S. companies in 2018, which employ nearly half of the nation\u2019s workforce, according the Small Business Administration. <\/p>\n So what can you do to keep your best employees around longer?<\/p>\n We asked eight of Insperity\u2019s top employee engagement specialists the question, \u201cWhat’s the best advice you’ve given a small business about how to retain employees?\u201d<\/p>\n The resounding theme in their answers: retention starts during recruiting and continues every day.<\/p>\n Here\u2019s what our specialists had to say:<\/p>\n Develop a Even if your company is small, you can gain boosts in new hire productivity, engagement and retention just by investing some time in a plan that helps your new hire feel like an important part of the organization. <\/p>\n Despite what you may think, offering your employees a bigger paycheck isn\u2019t going to keep them around for the long haul. Make sure your employees feel valued and can see how day-to-day projects contribute to the greater good of the company. <\/p>\n The goal is for employees to see their role not as just a job, but as an experience that will help them grow and achieve their own goals. In return, you\u2019ll get a more productive worker who is willing to give it their all and has a vested interest in the success of your business.<\/p>\n Jill Silman Chapman | Senior Performance Consultant, Insperity Recruiting Services<\/em> <\/p>\n Create an onboarding experience. During an employee\u2019s first few weeks, During this time, be sure to articulate and illustrate your company\u2019s purpose and values, as well as how this new employee fits in to the overall success of the team. <\/p>\n By clearly communicating the significance of their role on the team, you will have a motivated employee dedicated to helping the team succeed. <\/p>\n Chris Brennan | Performance Specialist, Field Service Operations <\/em><\/p>\n Be purposeful to If I looked at your calendar, would I be able to tell what and how much you are doing to invest in employee relationships, development and retention? <\/p>\n If not, then they are likely not receiving the prioritization they need for you to achieve the highest potential for your organization. <\/p>\n Kelly Yeates | Vice President of Service Operations, HR Service Operations<\/em> <\/p>\n The decision to be engaged is in the heart, not in the mind. If you publish core values, you must live those values. If Employees want to be part of something real. <\/p>\n I know your dad already told you this, but it is what you do Michelle Mikesell | Managing Director, Traditional Employment Solutions<\/em> <\/p>\n Understand that Determine what Show employees how Dawn Motsiff | Senior HR Advisor, Human Resource Operations <\/em><\/p>\n Employees are more likely to stay if they are in an environment where expectations are clear, and employees feel valued and rewarded for their contributions. <\/p>\n Employees want to feel their work is meaningful and rewarding, and can see how it contributes to the success of the business. <\/p>\n Good leadership and management are critical. Consider the saying, \u201cemployees leave a manager, not the company.\u201d A good manager leads with integrity and serves as a valuable resource in helping employees be successful in roles and finding job satisfaction.<\/p>\n Being a servant leader means setting Keith Mishler | Senior Human Resources Specialist, Field Service Operations<\/em> <\/p>\n Employees are a company\u2019s biggest asset. They are the face of the company, regardless of industry and company size. That\u2019s why it\u2019s important to empower your employees to do the right thing<\/a>. <\/p>\n You can do this by being clear on what your expectations are Megan Moran | Senior Human Resource Specialist, Service Operations<\/em> <\/p>\n I find that small businesses, especially those in the While eccentric perks may seem nice, I suggest clients go right to the source for information. Survey employees about what\u2019s important to them, and do so on a recurring basis. <\/p>\n Ask them why they joined your company and, more importantly, why they\u2019ve stayed? Use their feedback to create programs or a culture that meets those needs<\/a>. <\/p>\n Eric Cormier | Manager, HR Services, Northeast Want more information to help you develop successful1. Don\u2019t rush recruiting and onboarding <\/h2>\n
\nrecruiting infrastructure. Making the right hire from the start has a
\ntremendous impact on retention. It starts with defining your talent goals
\nand moves all the way through to development of a strategic
\nonboarding process<\/a>. \n<\/p>\n2. Make a first impression that lasts <\/h2>\n
\nthey will decide whether or not they have made the right decision to work for
\nyou, so make
\nyour onboarding more than just paperwork<\/a>. <\/p>\n3. Be a consistent part of your employees\u2019 experience<\/h2>\n
\nensure your employees know they are your top priority. Everything you do \u2013 or
\ndon\u2019t do \u2013 makes a statement to
\nyour staff about their level of importance<\/a> to you and the business. <\/p>\n4. Lead with your heart and soul <\/h2>\n
\nThe most important thing small business leaders can do is be authentic. <\/p>\n
\nyou talk about servant leadership, your employees have to see
\nthose behaviors in action<\/a>. If you talk about the importance of trust
\nand confidence, you have to give those to others to get them in return. <\/p>\n
\nwhen you think no one is watching that defines your business and personal
\nbrand.<\/p>\n5. Leverage an individual\u2019s motivation to help them succeed<\/h2>\n
\nyour employees are likely not as emotionally invested or passionate about the
\nbusiness as you, the owner. Therefore, as a small business leader, you need to
\nunderstand and meet people where they are. <\/p>\n
\nmotivates them. What do they value and how can you leverage those values to
\nmake your business a place that they want<\/em> to be? <\/p>\n
\nworking for a small business often provides intrinsic rewards that larger
\nbusinesses often can\u2019t provide.<\/p>\n6. Demonstrate a clear path for their success<\/h2>\n
\nyour team up for success,<\/a> establishing clear expectations, providing
\nclear and meaningful feedback, and empowering employees.<\/p>\n7. Give them the confidence to represent your company well<\/h2>\n
\nof them, rather than assuming they should know what\u2019s expected. <\/p>\n8. Ask employees what would make their world better<\/h2>\n
\ntechnology industry, try to keep up with the trends set by Google and
\nMicrosoft. As a result, they try to offer similar benefits or perks
\nattempting to emulate the bigger companies in an effort to retain
\nemployees. <\/p>\n
\nField Service Operations<\/em><\/p>\n
\nemployee retention strategies? Download our free e-book From
\nHire to Retire: A guide to retaining your best employees<\/a> today. <\/p>\n