1. Balance work and life. HR professionals have to keep up with the changing realities of a workforce. Work-life balance application to a person's effective work-life and personal life wasn't as important in the past as it is today because, in the past, people often are able to attend easily to every major role in their life. Family is very important to all of us, when work begins to put a significant strain on one's family no amount of money will keep an employee around. Employees who are willing to allow their child to go on extended leave for a few hours a month in order to help with school activities will be appreciated and will return loyalty.
2. Compensation package with competitive benefits
Higher salaries" Money is still the most important consideration for employees. This is why they are seeking change. It's normal to feel that we have been compensated fairly and properly for the work we do. So be sure to research what other companies and organizations are offering in terms of salary and benefits. It is important to find out what the standard compensation package is and the benefits that are available for each position. This includes health and dental insurance, retirement and vacation days. Your company must have a competitive compensation package so that your employees won't leave to find employers that offer better packages.
3. Treat every employee with respect.
Each employee should be treated with respect. This can reduce the perception that employees are being given all the credit by their managers. Recognize your staff. Not all employees like to be given special treatment at a gathering with hundreds of colleagues. The approach to recognizing team members can vary greatly by generational group. While you may make an unintentional slap on a baby boomer, have them stand up before their peers and discuss their recent accomplishments. Conversely, a Young Generation will be grateful for the chance. A simple "thank you" or "nice job" or a pat in a back given in regular basis or frequency can significantly boost employee morale. Often times a team member will greatly appreciate the time you spent to find him at his desk and deliver the message personally.
4. Positive Work environment
Although benefits and compensation are important, the main reasons employees leave a company include a toxic work environment, unorganized workplaces, bosses who are not trustworthy, and coworkers who are difficult to work with. Everyone wants a well-organized work environment that allows them to do their best. If people and resources aren't organized it can hinder their ability to work effectively. This causes stress. It is important to organize things in a way that everyone has easy access to the resources and people they need. This is done by organizing workspaces around those who do the work. This is so that people can do their jobs as easily as possible. If you don't have the space, or you are unable to provide it, then block off any areas with furniture, blinds, screens, or blinds.
Plants can soften noise if it is an issue. It is important to explain why you are changing and what the benefits will be to your workers. It is often said that people leave their jobs due to poor mentorship and supervision. Supervisors are the most influential factor in team members' development and organizational success. Employees want to be surrounded by Bosses who show respect, kindness, and are approachable. A positive and supportive work environment is more likely to keep employees loyal.
5. Eliminate Favoritism
The better person can see a question from all sides without bias-Cunfucius" The so-called "inner circle club or good ole boys" can create unpleasant organization culture and can promote bitterness among team members, which can results devastating effect on some valued team members. The negative effects of employee favoritism have the following consequences: Why would you do this if it won't be recognized? Why should I bother if my efforts will not be appreciated? Don't trust your boss if they aren't fair?
As a result, employees' morale, productivity, and relationship with the manager will diminished thus creating a disengaged employees which eventually create disengage customers. Employers should be treated equally and without favoritism. Individuals want the perception that everyone is treated equally. Design or create a policy.
6. Communication and availability
Employee concerns and questions should be addressed by the Human Resource department. The HR department is often seen as the policy-making arm in many companies. In fact, in forward thinking HR departments, responsiveness to employee needs is one of the cornerstones. You can easily do this by actively listening to your Employee's. Give them honest feedback, both positive and negative. Communicate clearly the expectations, goals, and any new rules.
Let them know what they can expect. Invite them to participate and keep them updated. Provide any information that explains how their work fits within the overall company effort. Let's face it. Face-to-face communication is what employees want with their managers and supervisors. This communication gives employees a sense of belonging and helps them feel valued. Managers: You might have many things to attend to, and your time may be limited. Your main job as a manager, however, is to help your colleagues achieve organizational success. This act helps managers to lead and magnify the success of an organization.
7. Employee Empowerment
Empowered workers have a sense ownership and responsibility, and their ideas and contributions are often appreciated. Workplaces that empower employees, give them power over how things are done, and let them know that they are valuable to the organization, have higher productivity levels and less complaints. Employees who believe they are needed by their company as much as the organization is, will appreciate that more than any paycheck or benefit package.
8. Place the Right Talent at the Right Job
Placing the Right Talent in the Right Job dramatically increases Employees retention and enhances the organization success by reducing costs in many business aspects. Learn how to improve your employees and place them in an environment where they are truly valued. A new car behind glass can be just a piece of metal and plastic. However, a car that is being driven is exactly what a car should become. People once developed should also use the knowledge they have so that they can make the environment a better one for themselves and others. You should also provide training and advancement opportunities to help them make a career out of their job.
9. Celebrate successes, big and little and make the workplace fun.
Sharing small successes with your Employees' is a great way of making the workplace remuneration fun, not only by champagne, a two or more kilo of Ice Cream or a small cake with a 1.5 Liter of Soda is good enough, but you have to do what works best for you, If your immune system has taken a hit then maybe you can celebrate successes with a cup of coffee or hot tea with a loaf bread, it warms you up and still sets the tone of the celebration or maybe celebrating positive momentum for some time by just whistling a happy tune or tapping out as affirmation of an enhanced gratitude.
10. Flexibility at work
Flexible working hours are a good way to encourage employee morale. Workplace flexibility is hard to manage, because you need to meet operational demands. But it has to manage so the flexibility policy should be well defined and be implemented accordingly so its' good intent will not be lost.