Clearly, for employees to safely
make a long-term commitment to an organization, the employer will need to give
them good reason to stay. Employers need to advocate proactive efforts by to
establish a culture that builds strong relationships with their employees — the
kind that speak to a lengthy commitment, and perhaps even a commitment for
life.
What can an employer do? Here are the
"5 R's" of employee relationships:
1. Responsibility. Show your employees you trust them by giving them
responsibilities that allow them to grow. Encourage them to gain new skills.
Provide ample continuing education opportunities. Hire from within wherever possible,
and give generous promotions at appropriate times.
2. Respect. Employees want to know they are respected and appreciated.
As the saying goes, people may readily forget the things that you said, but
they will always remember the way you made them feel. Many workplace legends
are built around the horrific things weary and stressed-out managers said or
did. But if managers make it a priority to show outward respect for employees
on a regular basis, it will lead to a strong and enduring workplace culture as
well as positive experiences and memories that they will never forget.
3. Revenue-sharing. Tie a part of your employees' wages to the company's
performance. This will align their interests with the company's revenue and
profit goals and will serve as an inherent incentive to stay with the company
as it grows. By making the fixed cost of payroll inherently more variable under
differing business conditions, you can make your company more resilient and
agile, while also treating your employees exceptionally well.
4. Reward. The rewards you give your employees should speak to their
emotional needs and should go beyond their monetary compensation. Recognition
in front of the company, company and department parties, service projects,
lunches with the boss, logo clothing, handwritten notes, etc., can all
contribute to the positive culture of the company and can be good morale
builders as well.
5. Relaxation Time. Be generous with time off. Despite the hard economy,
provide sufficient time for sick days, family vacations, new babies, etc.
Pacing workflow can be highly beneficial to enduring employee relationships.
You should expect and even demand high-quality performance, but it is
unreasonable to expect a continual level of pressure at 100 percent. Allow
employees the chance to catch their breath from one assignment to the next with
the help of team-building activities or mini break periods over the course of
the day.
It is important to remember that a long-term
commitment requires effort in both directions. While it's fully understandable
that most organizations look askance at perpetual "hoppers," remember
that if you expect and hope that employees will make and keep long-term
commitment to your company, it will be equally vital that you give them good
reasons to stay.
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