If we had to reduce a company to its most fundamental elements, these would be the workers; not the money, nor the material resources that the workspace has, and then not a simple business idea either.
It is the members of a staff who make a company go from being a hypothesis to a reality; However, there are those who make the mistake of thinking of workers as a raw material that is added to the organization so that it can work with it, as if it had its own life apart from the humans that make it up.
This idea that workers are the core of the company explains why it is so important apply staff loyalty strategies , to retain the talent that is already operating within the organization and not have to depend on a constant flow of new people who come to work after going through a selection process. But… How can we make workers decide to stay long-term where their professional career is developing? Let’s see it.
Not everything depends on the amount of money that is paid with the salary at the end of the month ; To retain workers, we must look beyond remuneration and offer them good, qualitatively relevant conditions. For this reason, Human Resources departments focus no longer on the numbers of the economic world, but on the communication and work dynamics that truly motivate and offer a work space that is difficult to find in the competition.
In this sense, these are some of the ways in which companies reinforce their ability to keep on their staff workers who adapt well to their role and productivity and efficiency objectives.
1. Apply an onboarding protocol
As we have seen before, saving time, money, and opportunity cost in onboarding is one of the reasons why it is worth being able to retain talent; However, this is in turn an essential process to retain new workers. This involves making sure they understand everything they need to know in their first steps within the company, preventing them from feeling lost. Taking it for granted that they will “learn on their own” is a mistake which leads to many of the new incorporations not being consolidated, and leaving after a few weeks.
2. Provide access to training programs for workers
It is important that the organization’s workers perceive that the company makes available to them a Professional Development Plan to which they can opt if they meet objective criteria. This way, They will notice that they can take advantage of the knowledge that exists within the organization and at the same time apply it within it so your efforts will be rewarded.
3. Provide flexible time options to improve family balance
This is one of the most important staff loyalty strategies, given that family needs tend to be among workers’ top priorities.
4. Clearly show the conditions of internal promotion
Provide a clear image of the conditions that must be met to promote and be promoted to a higher position in the organizational chart It is essential so that a perception of favoritism and injustice does not appear which are very frustrating.
5. Offer a psychological assistance service
Something as simple as having the possibility of confidentially dealing with aspects such as work stress or burnout syndrome helps prevent the worsening of certain psychological problems that are incompatible with the worker’s well-being and with the maintenance of an adequate work dynamic.
6. Give the option of teleworking if possible
Nowadays, the idea that “by default” work must be in person is something highly questioned, especially in creative jobs or jobs related to new technologies. Many skilled workers They decide to refuse to work by going to an office every day without a reason that justifies it very well
7. Facilitate horizontal and upward communication channels
It is key that workers can communicate incidents or errors in work dynamics both to members who occupy a position equivalent to theirs, and to their superiors. In this way they will perceive that they are not wasting their efforts in vain due to the inability to correct problems that have already been detected but in the face of which nothing is done to fix them.
8. Recognize merit fairly and systematically
This is an example that all human beings are fundamentally emotional; Something as simple as recognizing the merit of someone who has done something especially well can be key to deciding to stay with a company.
9. Apply early response protocols in cases of mobbing
Some conflicts escalate in cases of mobbing; To quickly address these situations, you must be prepared protocols that allow the well-being of the victim to be safeguarded without holding them responsible for what happened and prevent the perpetrators from repeating that behavior within the organization.
Due to work inertia, many companies suffer from excessive supervision that cannot be justified. For example, there are specialized workers who feel watched by superiors who do not understand what they are doing due to their lack of niche recognition. To avoid this, you must offer the capacity for self-management at work, demonstrating that you trust the judgment of those members of the staff who are precisely valuable for their talent.
11. Offer leisure and teambuilding activities
Periodically carrying out pleasant or stimulating group activities, which break with work roles and offer the possibility of strengthening personal ties, helps to break down prejudices and helps staff members understand each other better, favoring thus group identification beyond each one’s work areas.
12. Apply a clear and defined work philosophy
It is important that companies work from a series of well-defined values and principles; If this does not happen, a work environment marked by uncertainty and a feeling of improvisation will appear that will decrease confidence in the collective project.
Do you want to train in the field of Human Resources?
If you are interested in specializing professionally in HR or want to incorporate its theoretical-practical principles into your leadership skills, the Own University Master’s Degree in Talent Selection and Management offered by the University of Malaga (UMA) is for you.
This training program is taught by a teaching team with extensive experience in fields such as personnel selection, worker training, job design or talent retention strategies in the workforce, and has the collaboration of several HR managers of some of the main companies operating in Spain. To learn more about this UMA Master’s Degree, access its website.
