Four Simple Steps to Reduce Resignations of Key Employees

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By Jeff Beilstein of Tennison Group, Inc.

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So you hired a key player–a business partner that will help your organization reach the next level. But six months or a year later, you get notice of a resignation. You wonder what happened and more importantly, how can you avoid this scenario in the future.

After all, hiring and firing within an organization can be expensive and time consuming. But with a few simple steps, you can reduce the number of resignations and keep that valuable staff member:

  1. Create an onboarding plan that helps your employee assimilate into the culture. While your new employees may have outstanding technical skills, they may or may not blend in well without a slight nudge from a fellow co-worker. Assign a worker who has the hang of your organization’s culture to your new talent. Whether it’s helping them understand how things work around the office or even where to get a good sandwich for lunch. The goal is to make a new employee feel comfortable and less stressed about being the new kid on the block. This is especially true for employees who have relocated from another state or country.  They will appreciate knowing they have a go-to person without bothering their supervisor for questions that are not work related. The end result can be a happier and more productive worker. Employees who feel comfortable in their work environment are less likely to browse a competitor’s job postings in search for a new job.
  2. Set clear expectations and goals. Talented workers are great at what they do, but sometimes they need to be steered in the right direction. This is especially true at the beginning of their employment. Even if you hired a super organizer, he or she will appreciate that your organization is organized and on track for success. It’s important to keep in mind that productive employees are goal driven.
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    Key employees don’t think like other employees.
  3. Recognize an employee’s talent. Everyone likes recognition for their hard work. Many employers make the mistake in thinking that as long as they give an employee a raise or a good review, that the employee will feel appreciated. Key employees don’t think like that. They not only like recognition, they like to be rewarded with new opportunities within their role as recognition of their talent and hard work. Expanding the role will show them you appreciate their input and efforts.
  4. Keep communication channels wide open. It can be tough to constantly give one-on-one feedback to every employee. But there are many ways employers can keep open lines of communication. Many employers use newsletters to recognize extra efforts by key employees and company news. Posting informative and useful blogs on your organization’s social media will also help keep employees informed about new company events, products or service. The transparency makes employees feel more connected and as part of the team. It helps reduce the “us against them mentality”.
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Jeff Beilstein

These easy suggestions can help your new staff members be happy with their job duties and their work environment. The little extra attention you give new employees can help them be happier at work, produce higher quality work and make them less likely to seek greener pastures.

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Jeff Beilstein is an Executive Recruiter with Tennison Group, Inc., a national executive search and consulting firm specializing in the recruitment of senior staff, management and senior management for accounting, finance and investment positions in all industries ranging from Fortune 100 firms to early stage enterprises.  He can be reached by email at jbeilstein@tennisongrp.com.