Staff retention refers to the organization’s capability to preserve its talented and skilled employees who help the organization’s competitiveness in today’s rapidly changing world. From the organization’s point of view, employees’ retention does not mean constant cooperation with all employees, but it means keeping skilled employees for the longest possible time and observing the specific performance of each one of them. Employees’ retention does not mean to continue investing on keeping staffs who are not beneficial for the organization.
If valued employees quit their jobs, company will lose its knowledge and expertise which was acquired with difficulty (and often at a great cost). Now imagine these employees join your rivals! In this case, your loss will be increased and your company not only loses its precious personnel, but also easily provides its competitor with a valuable employee without them paying the time and costs that you have already paid.
Why do people choose to stay in an organization?
- A sense of pride within the people in the organization·
- Well communication with the manager·
- Salary, benefits and compensation·
- Having the sense of belonging to the team·
- Meaningfulness of work
- Why do employees leave the company?
Most people leave their job due to changing circumstances, for example:
- The decrease in the quality of the decisions which are made by senior managers or when new managers take charge of the company who are not trusted by the employees.
- Some of his dearest or most respected colleagues leave the company, and his sense of interest towards the company disappears.
- Their responsibilities change in a way that their jobs no longer cover their interests and it persuades them to leave the company.
But most people quit their job by making a mistake, they decide to leave without knowing why they are dissatisfied with their job or what opportunities they may have in future.
Staff retention challenges:
Demographic change: For example, an increase in the average age of employees from 35 to 45 years.
Cultural expectations: People’s expectations from their jobs have a great impact on staff retention patterns.
Business world’s changes: for example the creation of freelance jobs and the obsolescence of traditional contracts between employees and employers and the growth of online business.
by Ahmadreza Ahrarnejad.
