Employee retention tactics include conducting stay interviews to understand why employees stay or would leave, paying competitively, and creating open communication between employees and management. Managers should be involved in coaching employees and communicating business strategies. Recognition and rewards should be given when great work is done to motivate self-contribution without expectation of reward.

1. EMPLOYEE RETENTION TACTICS
Pay competitively and fairly
– take pay off the table as an employee concern
Conduct stay interviews
– effective tool to take cross section of organization asking questions such as:
1. Why did you come and work here?
2. Why have you stayed?
3. What would make you leave?
4. What are your non-negotiable issues?
5. What about how your manager is "managing" is working well?
6. What could your (manager/leader) change or improve?
7. Anything else that is important to share?
8. Anything more we should be asking?
– Once you have the data sorted and themed, leverage the information to build programs, approaches that can help
with retention. Take immediate actions where required or get back to those employees asking for particular deliverables
with HONEST, DIRECT feedback.
– These can be/should be conducted by Sr. Manager/Leader of group and/or head of HR.
Create open communication between employees and management
• Schedule regular meetings where employees can offer ideas and ask questions.
• Suggest brown bag lunches, or round table discussions which can be organized for President and/or CEO and each
of their executive leaders monthly.
• Breakfast/Lunches – take employees to lunch; key, critical employees need to “feel the love” – taking them to breakfast/
lunch makes a difference. Also, send a group to lunch and pick up the tab (key leader manager doesn’t need to go).
Managers need to be involved and empowered
• REQUIRE managers to spend time coaching and guiding employees.
• Follow-up regularly on performance discussions and development plans (employee’s self-assessments).
Business plans/strategy
• These need to be communicated regularly and often – where is the company going, how are we going to get there,
what role do the employees play? These can be done through email updates, social feeds, and in-person meetings.
• President and/or CEO should ensure executive team has this information and REQUIRE that they are pushing it down
to every employee.
Rewards and recognition
• Use “now that” rewards… don’t promise the reward for great work up front; if people are self-motivated to contribute
and do a great job, i.e., a pitch, project, etc., reward them when the work is done, without them expecting it.
TAKE. ACTION. NOW.
info@easttenthgroup.com | www.easttenthgroup.com | 646. 809. 0112 WHEN PEOPLE THRIVE, BUSINESS THRIVES