“Gallup defines engaged employees as those who are involved in, enthusiastic about and committed to their work and workplace.”
T o retain your top employees, it is essential to do routine check-ins, or better more concerted effort to ensure that they are engaged and motivated to stay with the company. More than incentives, employees look for purpose in life and work. If you’re paying well and have good perks there’s still more you can do to enhance employee performance and engagement. Here are 5 ways that you can try:
#1 Freedom to Innovate
With employees at different level of career progression, there has to be a tailored plan or solution that helps them stay motivated and working toward their goals or achievement ambition. There are people who thrive in a culture of experimentation and creation. If your top performers exhibit such qualities, then go an extra mile to nurture them. Consider polling them on some innovative projects they would like to work on, and then give them the freedom, time and tools to work on these. Your company can benefit from innovative thinking a lot more than just doing what you have been doing all along.
Most people in the world crave for recognition, but note – not all. However recognizing employees for job well done is a great motivator and makes them feel excited to do more. Peer and management recognition, awards and other meaningful recognition ideas are worth exploring. Employees who the extra mile want to see their work recognized and acknowledged.
Some tips here: The Power of Appreciation – How to Praise your Employees
#3 Personality Evaluation
If you have a few top performing employees, it is more likely that you’d go an extra step to keep motivated, engaged and happy to ensure they are not lured by other lucrative offers. From high level executives to mid-level managers or entry level employees, the career aspirations might be varied and of various levels of expectations. It is a good idea to evaluate how their personalities line up with the work they do and the quality of interactions they have with their colleagues. Some prefer more freedom than others, some prefer more recognition and continued interaction. Use some principles of career coaching to know more about how your employees can benefit from the incentives and options you offer them.
#4 Interaction with Upper Management
Often employees are side-lined on decisions that could impact them or their work directly. Though not all employees can be part of the C-suite inner circle, your valued employees will be highly motivated and feel honored for their work and contribution if they get to know about the company vision and are able to contribute to the overall direction of the organization or that next new project.
When employees feel connected with their organization, they can achieve their full potential at work.
#5 Clarity in Communication
Expectations if not communicated clearly can lead to grudge and discontent. In an employee-employer relation it works both ways. As an employer or an HR manager, frequent surveys or one-on-one meetings can be beneficial in communicating the expectations or aspirations. HR must also follow-through with upper management to ensure that they are being diligent about frequent and thoughtful communication with employees. Consider keeping your top performers informed on the company vision and roadmap. Seeking their input will make them feel valued. For remote employees this action becomes even more important.
In the current crisis, since more employees are remote, more concerted effort is needed to achieve the above. With the right tools and drive to retain your top performers, it’s not that difficult.