For example, effective onboarding programs ensure employees are engaged, happy, and have all the support they need to excel in their positions. Fair compensation like wages, bonuses, incentives, and perks, which are adequate for the position, skill levels, and degree of effort required of the employees. Adequate resources so employees can meet the expectations set for them – things like the right technology, HR support, and other assets to help employees succeed. Flexibility, because people lead increasingly complicated lives and need a healthy work-life balance. Flexible work hours and other time-off options are increasingly important in today’s world. Effective and engaged leadership that is trained to nurture good relationships with employees is also vital. And finally, meaningful work that employees can be proud of and enjoy doing.Build in the elements of a high-retention organization. These elements include a fair compensation program and effective onboarding programs, effective engaged leadership, flexibility, sufficient resources, meaningful work, open communication, a positive energized culture, opportunities for development, and strong performance management. Then monitor retention and develop response strategies. Repeat the analysis process periodically by taking another close look at the organization. Frontline managers need to frequently and continually monitor their employees for early warning signs of discontent.In this module’s discussion we examined strategies to retain your best employees.Evaluate the retention strategies you’ve heard in the video or read in another source and suggest one that you think your HR department should employ to retain employees. What are some questions the HR Manager should ask the employees’ managers? If possible, speak with your current HR Manager and ask them what retention strategies they find are successful. Did your HR Manager select the same strategy as you? Explain your selection rationale.
