Employee retention

Résumé du document

Employee retention is a delicate objective. An employee's decision will depend on numerous factors that are hard to identify precisely. Those issues that are related to the private or personal sphere are some areas which the company cannot influence. For others, the evaluation process is an efficient tool. One of the first factors promoting employee loyalty is a clear definition of the tasks to perform. This can start taking place during the recruitment process and be reinforced by the management through specifying objectives and by making it clear about what the company is expecting, and in particular by weighing the various activities of the position.

Extraits

[...] Once more these choices may take place after an evaluation interview. Attention to the employee becomes an important point, allowing understanding and advising him or her on his or her career plan and letting him know about evolution opportunities within the company. Incitation and acknowledgment Incitations systems also play an important role in employee loyalty. Beyond financial considerations and comparison with compensations offered by other companies for example, it's also a recognition of the value brought to the company Once more, evaluation plays here an important role since it often determines financial incitations but can also adapt work organization and other incentives like timetable flexibility. [...]

[...] But it is also a dangerous tool because an inadapted evaluation process could as well destroy this trust relationship and create a reaction of reject prone to compromise employee retention. There again, this rejection might be stronger than a simple comparison of professional opportunities. Bibliography Hirschfeld Karin, Rétention et fluctuations du personnel: fidéliser ou perdre les salariés, Uni, Berlin Benraïss, L and R. Meyssonier (2005). "Proposition d'une échelle de mesure multidimensionnelle de la confiance du salarié à l'égard de son entreprise: vers la réconciliation entre l'économique et le social? [...]

[...] Numerous factors Employee retention is a delicate objective. An employee's decision will depend on numerous factors, hard to identify precisely. Some belonging to the private or personal sphere, the company almost can't affect. For others, the evaluation process is an efficient tool. Job description One of the first factors promoting employee loyalty is a clear definition of the tasks to perform. This can start taking place during the recruitment process and be reinforced by a management through objectives making clear what the company is expecting, in particular by weighing the various activities of the position. [...]

[...] This can once again be split in three components. The first one is kindness, the perception that the company cares about the employee and does not try to take advantage of him. The second one is integrity, the belief in the trustworthiness of the company and its propension to respect its engagements. The third one is predictability, the belief that the company s behaviour towards the employee will stay unchanged in the future. It seems that reinforcing the dimension of «positive intentions» can be achieved through an evaluation process that would be fair, which is to say equitable, predictable and transparent, and taking into accounts the employees opinion. [...]

[...] First of all a training offer adapted to needs. For this training to be considered useful, needs have to be identified. An evaluation interview is a good opportunity to do so. Performance study and a discussion aiming at understanding the difficulties met by the employee often allows to identify needs, and convince the employee of the adequacy of training opportunities. In addition to training, the widening of the job description or its implication in diverse projects is an efficient and appreciated skill evaluation tool. [...]