The Human Resources department is a fundamental pillar for the success of any company, since it is the one that promotes and manages the talent of workers. Therefore, a successful implementation of a strategy of loyalty and employee retention will result in the achievement of positive results for businesses.
The first phase that should be started within a Human Resources department is talent acquisition. It is the appropriate time to select and evaluate the potential skills presented by the candidate. It is essential to hire people who are adequate for the job they are to perform and make sure they understand the organization to which they will be incorporated. There should be a match between the skills of the employee in the workplace with the culture of the organization. To complete this phase successfully, an exchange of information on the interests of both the employee and the company -in order to assess whether both profiles fit- should take place. In short, it is important to start with the right foot.
Once you have hired the right person for the job, a good employee orientation plan should be offered, to make them feel welcome and part of the group. To do this, tutoring and guidance plans should exist when the job requires it, in order to make it attractive and pleasant. Often the loyalty of employees depends on offering a good working environment in the company, with respected leaders who are in tune with their workers, as this will promote and implement some of the company values: integrity, respect and customer-oriented work. A business environment is key to success in retaining employees.
On the other hand, it is vital to manage employee talent through professional development plans aligned with individual aspirations. This is achieved by giving the employee the greatest possible autonomy in their actions. At the end of the day, we all like to work with minimal supervision, and this will make the work more challenging and exciting. It is important to delegate authority to subordinates and give them the feeling that they are the masters and owners of their job.
Challenges are an essential part of stimulation of employees in the workplace, because it makes them feel that the company has high expectations for them to meet. In addition, the variety in the workplace, through participation in new projects and regional initiatives for our employees to be known outside their boundaries, makes the work within companies more exciting.
The Human Resources department can also develop programs of recognition and reward for individual performance. One way to do this is by implementing strategies that reward and remunerate based on results. In addition, the “level” in which the employee has qualified (depending on their job) is a factor to consider. Obtaining superior results allows employees to opt for a higher incentive. With this process, which is more objective and transparent, individual employee performance relative to that of other colleagues who perform similar jobs and responsibilities is assessed. There are five “ratings” and the best scores allow achieving higher variable compensation.
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Each manager has to ensure adequate staffing in each department, so that quality of employment and job security is offered. In this regard it is essential to establish an honest communication with employees, that is, you have to share with them information about the company, its financial performance, strategies and plans. An open door policy is a good idea so that any need that employees might have is heard directly by the Human Resources department.
Promoting internal training also helps cultivate the commitment of employees and gives them a chance to learn and grow. When there is a vacancy, the company could try to fill it with a person who is being trained within the company instead of hiring a new person. In this way, the employee gets motivated to work because he or she has the chance to get promoted.
It’s also important to ensure the balance between professional and personal life. To do this, competitive social benefits should be offered to employees.
Finally, to ensure success when it comes to employee retention, studies are needed when employees decide to resign voluntarily, to determine the causes and conduct employee surveys in order to know which areas must be improved: communication, efficiency, training and development, and so on.
In short, the greatest effort to retain and engage employees is based on nurturing talent through individual development plans so that you encourage the employee to participate in projects and initiatives led by the company to enrich themselves. As greater learning is gained, the level of content and greater accountability will grow, and therefore there will be a greater loyalty to the job.
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