One primary goal of every business owner is employee retention. After all, it often costs less to maintain a content staff than it does to find, onboard and train new employees. So, what are the top reasons why employees stay at their jobs? Let’s find out!
1. They feel engaged.
Although employees appreciate workplace incentives like a free cafeteria and daytime childcare, what really keeps them coming back day after day is the feeling that their contributions to the company truly matter.
Employees who feel engaged in the workflow process and connected to their co-workers stay at their job the longest, according to Gallup’s Business Journal. When you feel like you’re a vital part of the process, you also want to be part of the solution and therefore be involved in product or service development and execution.
A feeling of engagement has been linked to higher productivity, customer satisfaction and profitability, according to Gallup.
2. They can explore their interests.
When an employee feels truly engaged in the company’s objectives and daily processes, they have a desire to think strategically. They want to explore interests and discover more, according to Entrepreneur magazine.
This may lead an employee to discover they have a talent for doing tasks in another department within in the company. If management is open to letting them explore this interest — and possible opportunities that arise — the employee feels content and nurtured.
From the management’s perspective, it’s better to find the right fit for a current employee than to start from scratch by trying to fill an open position or force an existing employee to try to find happiness in a role that simply doesn’t suit them.
3. They are challenged.
Day after day of coasting through life gets, well, boring. And that’s when employees usually look for something a little more stimulating or challenging.
In a recent Harvard Business Review article about keeping employees happy, it’s suggested that employees don’t always care for the easy way out. They crave opportunities to use and develop new skills, test their abilities and solve difficult problems. They want their limits stretched and then rewarded when goals are met.
And, they want these challenges to be ongoing. The satisfaction an employee feels from accomplishing something difficult drives them to take on bigger and more difficult tasks. This momentum equates to job satisfaction and increased productivity.
4. They are content.
When employees feel engaged, needed, challenged and that they’re using their skills day in and day out, they have an overall feeling of happiness. They are content with the work they do.
Of course, being too content can lead to complacency, according to a Bloomberg Business Week article. That’s what driving employee engagement and continually asking employees to think about projects from new perspectives and give input on projects is key.
Management professionals need to hone the delicate ability to keep employees actively engrossed in the company’s operations without making the tasks unmanageable or too mundane and routine.
After all, happy content employees project their feelings into customers — which are hopefully satisfied as well.
5. They own their products and services.
Employees who feel like they own the place, not just work there, are much happier and likely to stay put in their position, according to Forbes.
Helping staff really get close to the items the company makes and sells is crucial. Keeping them in the loop on all stages of product development and launch plans helps them own the product just as much as the owners of the business.
When an employee feels like they are promoting or selling a product that they have been an integral part of developing or polishing, they don’t want it to fail. Period. They find happiness in seeing the product succeed and gain popularity, which makes an employee stick around for the long haul.
Assessing Your Company’s Staff
Are you wondering why your employee turnover rate is increasing? Be proactive and learn more about the intentions and direction of your staff. Hire a consulting firm to professionally survey the team for several attributes including current contentment levels and what their future dreams and aspirations include.
If many of the employees have goals that veer away from the company objectives, they may be on the way out the door anyway. But some will show signs of feeling disengaged, bored or undervalued. Those are issues that can be turned around over time with new management directives and company objectives.