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3 ways to move past the ‘one-size-fits-all’ approach to staff retention

Tim Neary
13 July 2018 1 minute readShare
staff retention, businessman

Within a highly competitive marketplace, businesses are increasingly trying to improve the employee experience. But because they it are dependent on varying elements; like career stage and level of motivation, it’s impossible to take a one-size-fits-all approach.

Instead, businesses need to seek continuous feedback and integration of data across multiple channels so they can understand, track, measure, and affect their employee’s experiences.

Subject matter expert for employee experience at Qualtrics, Steve Bennetts, said there are three key areas that organisations need to focus on to improve increase their staff retention rates. 

1. Being proactive vs. reactive

It’s not enough to survey employees once a year or even bi-annually. While it’s not wrong, this often leads to business plans and initiatives being built based on data from one period of time.

Use management tools that have functionality to not only send and analyse pulse surveys but also have the capability to be integrated with other every day employee systems and tools.

This will give you greater visibility of your employees’ experiences.

2. Being transparent and data sharing

The employee experience doesn’t evolve in isolation. Employees are affected by different departments so it’s important to share the feedback data across those departments so changes can occur holistically and strategically, rather than be confined to the department the employee works in.

The way employees perceive the organisation’s ability and willingness to collaborate can significantly affect the employee experience. Sharing employee feedback data across all departments helps ensure the organisation develops consistently and along the same lines.

A good example of how organisations can provide more visibility is through real-time dashboards. This allows your managers, employees and senior management to not only visualise the data but also drill into the insights that will allow them to make informed decisions and actions.

3. Having the right tools for the job

A flexible collection engine is a necessary base. Advances in HR technology, including the use of analytics, has allowed organisations to eliminate organisational blind spots and identify key themes and emerging issues across the entire employee lifecycle.

Greater access to data has allowed feedback to be displayed in real-time, demonstrating the return on investment for the business. When organisations use analytics pro-actively, leveraging the right tools and share it with their team, they are able to reduce the cost of HR and increase the effectiveness of people initiatives.

3 ways to move past the ‘one-size-fits-all’ approach to staff retention
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Tim Neary

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