Loyalty can often be one of the hardest things to foster in a company. It’s not easy to pass on company values, while the diverse melting pot of personalities that make up your team can be difficult to navigate and appease. Even recruitment agencies find it challenging to scout talents that will actually fit a role.
Nevertheless, the key to reducing employee turnover is by nurturing good habits and building the foundations for loyalty. Encouraging an employee to stay with your company is fairly manageable once you enlist the right tools. For CEOs, you have your managers to lead the team and reward their hard work with incentives and performance bonuses. Your HR system could also come up with several activities that will help your employees unwind and have fun.
Cultivating a loyal atmosphere
The number one reason employees resign is because they find greener pastures – better salary, better work location, better career path – in other words, better opportunity. A headhunter is well aware of this fact. That’s why cultivating loyalty in the workplace starts from the very moment a recruiter asks a talent for an interview. It’s important for organisations to demonstrate their unique core values. This will help the candidate decide whether he or she would want to grow with your firm once hired.
Building the right foundation
Loyalty to the company can be taught. Some employees are gifted with a loyal mindset while others develop it along the way. Whether the candidate is from referral or online recruitment, ask yourself if you’re giving your staff enough reason for them to stay. Are you treating them well? Are you giving proper benefits and incentives? Do they have a clear career path? As business leaders, it’s important to set the right foundation early on so that your employees feel they’re valued and cared for.
Engaging your employees
As we’ve mentioned, keeping employees engaged is part of nurturing loyalty. A successful talent pool could use a good and fresh start in a company. The long-term success of a company depends on the type of workers it has and how loyal they are. This goes far beyond hard numbers; loyal and engaged employees are those who stay through thick and thin. Highly engaged individuals are less likely to look for other job opportunities because they are busy with what’s in front of them.
Gearing towards growth
How much of the talent from your direct recruitment and online recruitment have stayed with the company? Why do you think they stayed with you? Do you know some of these people personally? It’s not just the managers or core leaders in the company that contribute to success. In fact, the production and operations teams have huge roles to play. If you don’t have employees who stay long enough, you’ll find yourself training people over and over again. This becomes counterproductive in the long run.
Loyalty has a significant impact on an organisation’s culture and stability, which some employers unfortunately fail to recognise. Loyalty equates to going the extra mile. If you make a quick mental math, how many people from your team or firm do you think could work without being told to? How many employees would likely choose a good working day over a vacation leave?
If you can come up with a handful of people, then you’re doing a good job. In some cases, headhunters ought to choose seemingly loyal candidates over over-qualified ones.