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Supervisor's Toolbox Homepage » Management Resources » Retaining & Developing Employees
RETAINING AND DEVELOPING EMPLOYEES
A Guide to Retaining Star Performers
Many institutions of higher education would believe that employee retention would not be a pressing issue with the economic times we are all experiencing right now; think again! Employee turnover is still one of the most costly issues facing academic institutions. Every employee wants to be appreciated and shown gratification above all else by their superiors; yes, even above compensation! All employers, at some point, will have to choose what areas to cut or downsize from spending; employee motivation and joy in the workplace doesn't have to be a part of that! If employers want to maintain happy motivated employees who are productive and enthusiastic about their work, the retention needs to start from pre-employment through the cycle of retirement/termination. There are simple, cost-effective ways to retain your star performers in the workplace without breaking the bank. Above all else keep in mind…employees are human beings—not human assets!
Managers have an idea what their employees want out of their career or job; however, it is not congruent with what employees are stating. Managers feel employees want a relationship with their supervisor job security communication between employees and senior management the organization's financial stability opportunities to use their skills and abilities On the other hand, employees actually want job security, benefits opportunities to use their skills and abilities the satisfaction of the work itself and the organization's financial stability and compensation (Hrmorning.com 7/7/10). Management only has a small amount of knowledge regarding their employees' wants and what they value in the workplace. Many ideas through the employee cycle can bring your employees to communicate with you what they value; in turn retain your employees in the long run!
The labor market's tight, but that's not stopping workers from trying to jump ship to another employer. Why the rush to find greener pastures?
Four foolproof ways of pumping up satisfaction in the workplace! (Adecco Survey 7/7/10)
Stages of Development
Employees go through stages in their development, and different stages require different rewards and recognition. Some recognition and rewards are more costly or time-consuming versus other ideas. Some ideas are more costly than others, and if your University cannot handle the expenses now, these ideas will always be there for the future! Regardless of how extravagant, small or silly the awards seem, your employees will be happy you appreciate them and care!
Retention through Hiring Process
High-potential employees are not satisfied with the status quo. They will be the future leaders of your organization if they are given proper guidance in their development. If not, be prepared to lose them.
The Role of Supervisor in Employee Development
Office of Human Resources
Savannah State University
P. O. Box 20601
3219 College Street
Colston Administration Building Room 120
Savannah, Georgia 31404
Savannah State University
3219 College Street • Savannah, Georgia 31404 • 912.358.4SSU (4778)