Abhi Kokitkar
This comes out in a variety of ways, but dissatisfaction is the foundation it all builds from. You may think you know who your flight-risks are – junior employees or new hires that haven’t been with the company long enough or don’t know what they want to do yet – and you’d be wrong.
Your top flight-risks are your top performers. In fact, you’ve probably heard them referred to as “rising stars.” You may even have a few yourself. If you’re not careful, those stars will rise right out of your company.
Source: https://www.process.st/flight-risk-employees/
Pay transparency isn’t about publicizing what every person in the company earns; that will make no one happy, especially not your employees. Pay transparency is about communicating the process, though.
The fascinating thing Payscale found out?
People don’t care about the amount so much as the fairness.
I know – we’re always going on about rewards and recognition. Thing is, we wouldn’t be doing that if it didn’t work.
No one wants to work hard day after day without even the slightest bit of appreciation. Would you?
There are a lot of ways you can offer your employees incentives, from establishing a kudos system to gift cards to even just taking a minute to say, “Hey, I really appreciate the work you did on that presentation.”
Do your employees have a clear career progression plan? Do they know what their advancement opportunities are, how to achieve them, and if they even want to pursue them?
What learning and development programs do you have set up? If an employee wants to become more skilled in a particular area, what’s the process for doing that? Does your company offer assistance with external training programs?
catch any problems or issues before they become problems or issues. It’s a pretty basic – but incredibly effective – process where a manager sits down with their employees on a regular basis to see how things are going.
The employee can talk about areas where they might be struggling, things they wish were different, resources they need to perform better, etc.
There will be unavoidable things that cause an employee to leave. It could be a range of things from family illness to moving to a new location to a change in priorities.
The employee may still need to leave the company, but as long as you offer them appropriate support and understanding, it’s likely they’ll return if they can. At the very least, they’ll walk away still maintaining a good relationship with you and may potentially refer other colleagues to apply.
