How to Increase Employee Tenure
- 1). Review your company's recruitment and selection process to determine how you're attracting qualified applicants. Revise your sourcing strategy to appeal to applicants whose work history indicates motivation, experience and commitment. If your goal is to become an employer of choice, looking at your recruiting philosophy and practices can help uncover reasons why you may be unable to attain that goal.
Job seekers and employees participate in online forums where they express their dissatisfaction with certain employers. Research your company from an outsider's point of view to determine what people are saying about your hiring practices. Ensure your recruiting specialists are up to speed on best practices and wise use of technology for attracting suitable candidates. - 2). Examine your exit interview responses for reasons why employees opt for retirement or leave your organization for employment elsewhere. Confidential responses from employees who voluntarily resign are insightful. Analyze exit interview responses to identify patterns. For example, exit interview responses that cite lack of job security could shed light on a bigger problem. Employees who are fearful of organizational change may resign because they feel job security is at risk. If that's one of the patterns your analysis reveals, look at how you communicate change to employees. Improve the frequency and content of your employee communication to maintain a well-informed work force. You may also discover reasons for voluntary resignations that are department-specific. If high turnover occurs in one department over others, evaluate the leadership skills of supervisors and managers.
- 3). Analyze your company's performance appraisal method. The type of performance appraisal method managers utilize or how managers conduct performance appraisals could be the culprit. If your overall performance management system does not provide the means through which employees can identify career goals and professional development needs, they will find an employer that can. Succession planning is one way to create long-term employment -- employees who realize they have a future with the company are likely to be more committed and motivated to go the distance for a long-term career.