![\"engage](\"https:\/\/gtm.com\/business\/wp-content\/uploads\/2022\/03\/pexels-tima-miroshnichenko-5686102.gif\")
<\/h2>\n<\/h2>\nYou\u2019ve probably been hearing about the Great Resignation<\/a> (or however you want to describe it) for months now. Even if you\u2019re not dealing directly with increased turnover, your employees know they have options. Their friends, family, and people they know peripherally or on social media have made the leap and are gleefully announcing it on LinkedIn.<\/p>\n Some job-hoppers may be emboldened by the movement to quit good jobs in the hope of something better \u2013 better pay, more flexibility, or more opportunities for advancement. Some have simply been pushed to the brink by dead-end jobs, lousy company culture, or ineffective managers. Others have given up trying to \u201chave it all\u201d and left the workforce completely.<\/p>\n But what if employers could capitalize on this current \u201cI quit\u201d mood? What if you could keep your employees engaged, inspire loyalty, and make it easier to attract and hire those that are looking for that next best thing?<\/p>\n We\u2019ve got some ideas for both prioritizing current employees and making it easier to attract new ones.<\/p>\n A paycheck may be the reason everyone has a job in the first place, but it\u2019s not the only <\/em>reason people choose to work or decide to work for one employer over another. Your employees stick with you because there\u2019s something in it for them besides the money. The job is useful to them. Knowing why it\u2019s useful enables you to keep employees satisfied and, better yet, make their jobs even more appealing.<\/p>\n A work environment in which people gain knowledge, learn new skills, and advance in their careers speaks more clearly and loudly than any marketing message can. People like working where they can grow and develop. According to a LinkedIn report<\/a>, companies \u201cthat excel at internal mobility are able to retain employees nearly twice as long as companies that struggle with it.\u201d And a better-trained workforce is also a more productive and profitable workforce!<\/p>\n Empower them to make decisions about how things are done and where the organization is going. People feel more a part of something when they see themselves in it. They\u2019re more engaged when their decisions bring about real change.<\/p>\n In fact, reward anything you want to see more of. Whether large or small, the rewards have to be meaningful. Ideally, figure out what type of reward speaks to each employee. For some, acknowledgment in a company meeting will make their heart sing. For others, receiving a token of your appreciation, such as a coffee gift card, will be more meaningful.<\/p>\n Flexibility is a big selling point for employees looking for a better balance between work and life. Your employees have other commitments they need to attend to. Some are caring for young children or other family members while navigating daycare and school closures or multiple appointments. Give employees the time to see to those commitments and have a life outside of work, and you\u2019ll get more from them when they\u2019re on the job. Options may include remote or hybrid work, paid time off, flex hours, four-day workweeks<\/a>, alternative schedules, and reducing workload. Remember, however, that policies are only as good as the practices around them. Ensure that employees don\u2019t need to jump through hoops to request time off. Remind managers to be responsive to requests for time off and on the lookout for signs that employees are feeling overwhelmed.<\/p>\n Don\u2019t wait until people are leaving to investigate what could have inclined them to stay. Talk to employees now about what\u2019s going well, what pain points they\u2019re experiencing, and what could be done to take the relationship to the next level. Stay interviews enable you to address problems and unfulfilled wishes before they drive people out the door.<\/p>\n You have only so much time in the day. Don\u2019t spend it trying to entice people to stay if they really want to leave the organization. That time is better spent ensuring smooth transitions and engaging employees who don\u2019t have one foot out the door.<\/p>\n A key tool to help employers engage and retain their workforce is the right human capital management (HCM) platform. One that provides employees with engagement tools and lets you manage and promote both company and individual successes will mean less turnover and higher employee satisfaction. isolved, GTM’s HCM solution, gives you exactly that. Its full-service engagement and performance management features<\/a> include employee portal\/intranet, collaboration, rewards and recognition, and performance management with goal setting and reviews, all integrated into one system. Request a free quote<\/a> to learn more.<\/p>\n","protected":false},"excerpt":{"rendered":" We\u2019ve got some ideas to engage and retain employees, while making it easier to attract new ones.<\/p>\n","protected":false},"author":7,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","footnotes":""},"categories":[232],"tags":[154,25,159,101],"post_folder":[],"class_list":["post-12066","post","type-post","status-publish","format-standard","hentry","category-gtm-biz-blog-isolved","tag-employee-engagement","tag-hiring","tag-recruitment","tag-retention"],"_links":{"self":[{"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/posts\/12066","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/users\/7"}],"replies":[{"embeddable":true,"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/comments?post=12066"}],"version-history":[{"count":3,"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/posts\/12066\/revisions"}],"predecessor-version":[{"id":12070,"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/posts\/12066\/revisions\/12070"}],"wp:attachment":[{"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/media?parent=12066"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/categories?post=12066"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/tags?post=12066"},{"taxonomy":"post_folder","embeddable":true,"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/post_folder?post=12066"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}1. Understand and be responsive to employee needs, motivations, and priorities<\/h3>\n
2. Prioritize employee development<\/h3>\n
3. Invite employees to be co-creators of the organization<\/h3>\n
4. Reward success<\/h3>\n
5. Allow for a healthy work-life balance<\/h3>\n
6. Conduct \u201cstay interviews\u201d<\/h3>\n
7. Let people go who want to go<\/h3>\n