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Effective Employee
Retention Strategies
Joven Botin Bilbao, RN, MAN
Director of Nursing – Al Inma Medical Sercives, MOH Project
Deputy Chief Nursing Officer- Al Hayat National Hospital- Jizan Branch
Corporate Accreditation and Clinical Educator –Al Inma Medical Service

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Introduction:
◉ One of the key worries of any organization is how to retain employees,
more so the deserving employees. Not just that it is a setback but also
the company has to start afresh with hiring new talent, grooming and
nurturing them. A lot has been written on effective employee retention
strategy in scores of management books but you would not know what
might work for your organization.
◉ Here are some of the easiest to adopt employee retention ideas that will
work irrespective of the size of the organization. These effective
employee retention strategies should be a part of the HR module and
one shouldn’t just wait for some resignations to put them in practice.
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3.
10 Effective Employee
Retention Strategies Every
Company Must Follow

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Get the Head Start
◉ It is no rocket science when we say that hire right
people from the beginning. Don’t just ask textbook
questions in the interview, ask about what motivates
them, what have been their accomplishments, how their
weakness affects their work, what has made them apply
for this job, what are their aspirations and so on.
◉ This will not only tell you a lot about the person but also
give you a pretty fair idea if his passion for work will
align with yours. And so when you hire the best fit for
your organization, you will know how to retain them
without spending a lot of time making effective employee
retention strategy.
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Conducive Work Environment
◉ Work environment is said to be conducive, among
many other things, when the management knows
where it is headed, when the organization has
strong ethics and culture, when Monday morning
blues are only limited to what to wear to work ,
when people feel like they belong there, when they
see that everyone is treated just and when
communication flows easily.
◉ There will always be work-related stress because
of deadlines, client meetings etc. but as an
employer make sure that it is just temporary.
Deadline is met, order a pizza and lighten up.
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6.
People Don’t Quit Jobs…
◉ They quit managers. It may not always be true but mostly it
is. Since an employee is directly working with his manager
and so more or less, he is representing the organization to the
employee. It is then no wonder that his satisfaction level at
work is directly proportional to his work-equation with his
manager. That is one of the key reasons behind high attrition
and not without a reason.
◉ As an organization you should ensure that the line managers
are not just technically sound but are also trained to
empathize with their team members. That they are
approachable and lead by example
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◉ Most of the dissatisfaction at work is related to a
clear mismatch between expectations. Then there
is the part when they feel that their efforts are not
being recognized and rewarded well or the
disillusion of how their work is contributing in the
bigger picture.
◉ There should be clear discussions in the team
about what is expected out of everyone, how
everything is going to contribute to the bigger goal
and most importantly, appreciate. Efforts should
be duly rewarded.
Match Expectations, Responsibilities And Rewards
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The Very Critical ‘Work-life Balance’
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◉ In this overtly competitive world, most of us are struggling
to strike a comfortable work-life balance. When an
organization turns a blind eye to the fact that the
employees are in fact not machines and it would be
unreasonable to expect 100 per cent output from them at
all times of the day, that is the time it is doomed. As an
organization you do not want people to hold these grudges
against you and then quit.
◉ Giving them time off, allowing them to leave early on
certain occasions, understanding that the person needs
to switch off from work mode and respecting personal
space are small things but go a long way to ensure people
are rejuvenated and productive at work.

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Training and Growth
◉ People join any organization to give their best, to learn and grow. Sure you are
giving them training and signing them up for workshops, but are most of the
training given to your employees centered around their current role?
◉ You should help them grow further ahead in their career and that can happen
if you provide them cross-functional training, help them develop new skills and
explore bigger roles in the organization
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10.
Show Me The Money
◉ Now, we all know one of the main reasons to quit is better
money. Even if it is fewer grands higher people do switch
jobs. Money is one of the important motivations and the
organization needs to understand this.
◉ Make sure you give fair and just appraisal to every
deserving candidate. A salary hike is one way to do
sweeten the deal. Gamification (that is rewarding the
employees on certain parameters like early to office or
zero absenteeism), insurance benefits, stock options are
some ways to reward the employees monetarily.
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Open Door, Literally and Figuratively
◉ Many a time people have resentment against the
management and they don’t know how to voice it.
Many don’t even discuss it in the exit interview
also.
◉ Now this is something any organization can
contain. Have an open door policy and not just on
paper. Give people that freedom of walking up to
you or the HR with any concern that is hampering
their performance. Also ensure them that you will
address those concerns and take an action.
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12.
Benefits Go a Long Way
◉ Not always do you have to really spend money to
make your people happy. Often a rigid work
structure, hierarchies do not cut it for most people.
◉ Letting them have a slightly longer lunch break,
going out for a coffee or tea, flexible work hours, long
weekend offs, allowing a sabbatical can give people a
breather and they know that the organization is
indeed concerned about their well-being and wants
them to do well.
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◉ In formal set ups, there are clear
demarcations and hierarchies. People tend to
work and leave. There is a formal
communication, people talk what is expected
out of their designations.
◉ Go beyond that designation, get to know
them better. Have informal chats over a cup
of coffee on topics that don’t involve client
call or upcoming presentation. This brings
warmth and humane touch to an otherwise
cold, formal relationship.
Bond Beyond Work
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14.
Want big impact?
Use big image.
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