nd determine if they are still competitive. Another reason employees leave is because there was a bad match between the employee's skills and the job. Employees who are placed in jobs that are too difficult for them or whose skills are underutilized may become discouraged and quit. However, every employee who leaves your company is not dissatisfied. Some will retire, relocate, quit because of family circumstances, change professions, or even start a business of their own. For these reasons, there is not much an organization can do retain employees. That's why it's important to know and recognize the difference between employees who leave because they are unhappy and those who leave for other reasons. Employee Retention StrategiesMany corporations use the slogan, People are our most important asset. Similarly, many companies contend that their values support teamwork, integrity, respect, and dignity. While this may sound good, it takes hard, consistent work in policies, statements and actions for employees to believe it. For example in the banking industry, it is common for banking institutions to treat their teller employees indifferently, paying them the lowest salary and limiting advancement opportunities and then anguish about high turnover rates amongst these entry level employees. Management forgets that tellers are the ambassadors for the company. They are the first to interact with customers and have a huge impact on a customers impression of the institution.If a business wants to ensure that employees remain with the business, it has to identify and emphasize the positive aspects of the business that make employees want to stay. Some internal factors that may influence your employees' desire to stay are benefits and compensation, pleasant working conditions, opportunity for growth/advancement, and job security. Give employees perks that are perceived by them as benefits that make or break a job. Job perks like flexible ho...
