Building a Retention Tool Kit: Employee Relations

One of today's challenges is to differentiate you from other employers fishing in your employee pond. Most of us are at a loss, at times, in understanding what drives and motivates our employees. These "carrots" are different for everyone. If you ask an owner what their employees want, you will get a much different answer than if you ask the employees themselves. It is there where you will discover the best answers for developing "What Works" for your group. How should you do this? Ask. Use a survey, an anonymous suggestion box, or other method to cultivate ideas. Remember that, as an owner, you need to connect with the people who make your business successful.

Next, you need to show your employees WHY working for you is the best choice in town. This is where your tool kit will help you. Use Employee Relations tools to prove that you are an EOC! Show them. Brag a little, as long as you can back it up with facts. Below are some tools that you could use along with brief explanations:

· Competitive Analysis: Monitor your competition and show your employees where you stand from time to time. On paper, identify where you compare to the competition in wages, benefits, hours, or in other ways that are important in your area. Stay up on what your competition is offering and do better. Be creative - it isn't all about money!

· Non-compete agreements: This is where the employee agrees to not pursue a similar profession or trade in competition against the employer within a specific period after employment ends. This can help eliminate the possibility of an employee pursuing your clients for their own or from bouncing from place to place. This also shows you want your people to work for you.

· Employee empowerment programs and training: Invest in your people - either by simple training programs, on-going in-service training, or by providing special incentives to gain additional training. Give an employee support and encouragement to reach their educational goals.

· Exit interviews: Find out why they are leaving. This is a measure that may not help you initially with the exiting employee, but they could become a "boomerang" and come back to you later on. The information they provide helps you identify needs and improvements for current employees. Remember, sometimes exiting employees are a valuable resource.

· Succession planning and employee development: if you know someone is leaving and you have a current employee who is a good candidate, develop that employee and succession plan. You have now built a relationship that will positively impact your business. Investing in your people.

· Effective career path and counseling: Learn about your people. What are their goals and how can you help them reach them? Many people are looking for ways to get better, do better. If you are able to provide some kind of support in reaching their goals, your chance on retaining that employee increases.