It used to be that employees sold their time for a salary. Today, employees sell results, which can be explained by advances in technology that now make it possible to work in hybrid mode, from home, the cottage, the park… anything is possible, as long as the work is well done and delivered on time.
This can become a headache for managers who are not yet ready to welcome or even “accommodate” the next generation, but who must also ensure that current resources are retained. The employee’s commitment to the company then becomes a priority.
But how do you become a sought-after employer?
Loyalty. People remember how they were treated. But it’s not the executives and managers who will influence their sense of belonging, but the direct managers; those who work directly with employees. That’s why it’s so important to create a pleasant climate in which everyone can flourish. New generations perform better in a collaborative, non-judgmental climate.
How do you put all this into practice?
Here are a few tips to encourage employee retention and loyalty.
Prepare a welcome program
First impressions are extremely important, both for the employee and the employer. The first few moments spent in the company will therefore be decisive in their decision to stay or change their mind.
Draw up a training plan.
Are you familiar with Individual Development Plans (IDPs)? They are becoming increasingly popular in companies. This is a document that describes the action plan to be implemented to bridge the gap between the skill requirements of a job and the assessment of the individual’s personal skills in relation to the job. It’s a way of involving employees and making them accountable to the company’s expectations.
Eliminate micro-management.
These days, employees are looking for autonomy. Yes, proper supervision is essential to lead the team towards a common goal, but when all authority comes from one person, it can create discomfort. There’s even a drop in productivity, an increase in employee turnover, and a loss of trust and teamwork in companies that still use micromanagement as a strategy. Once employees have learned their duties and responsibilities, they should instead be encouraged to carry out their work independently, while asking questions as needed to complete tasks. Through this process, employees learn to be confident and independent. Job satisfaction, creativity and morale increase.
Promoting personal and professional balance.
Let’s face it, the metro-busy-sleepy formula isn’t appealing to millennials and Gen Zers. Instead, they dream of flexible work schedules that allow them to continue to accomplish their tasks and thrive at work, while having a “life” outside the office. There are many options open to you: telecommuting, atypical working hours, concentrated working hours and so on. All you have to do is find what suits your company’s needs and the expectations of the new generations.
Atmosphere at work
An important, if not essential, aspect for new generations of workers is the atmosphere at work. For them, the workplace must be a source of personal fulfillment. They want to surround themselves with passionate, motivated people, so that they don’t feel they’re only going to work to earn money, but to have enriching experiences. A friendly work environment is often more attractive than a big salary.
