How to retain employees and improve employee satisfaction

How to retain employees and improve employee satisfaction

Employee retention is one of the key factors that help in the growth of the company. The employees work for a period of time, contribute to its development, and become a vital part of the business. Longer the employee stays, better he understands the vision of the company and how he should approach towards achieving organizational vision and mission. In the comparison of newer employees, they require to put lesser effort to produce what the business requires; they know the business.

With time not only the business but also employee earns comfort- same place, a daily routine, work as per the same rules, same people to deal with, etc. This makes him feel like home. However, the question arises, why these employees leave their comfort and switch to another home i.e., another company. We always tend to see one side of the coin. We always point out their reasons for leaving the company. However, there is another side which we need to look; companies must identify what acts they do that make an employee leave the company. What pushes someone to resign?

My HR profession holds many stories and incidents which have made me what I am. Some were lessons, and others are memories that define my journey. I always wanted to give voice to experiences and share them as they may be useful to people following the same profession; perhaps my experience will help them achieve new peaks.
I have a friend owning a medium-scale business related to trade and export. He was very choosy in hiring employees at the time when this incident happened.

He hired David, who was one of his best employees. At the regular morning walks, he used to tell me about the bit hot and cold discussions between him and David and a few other employees junior to David. I always hear him as a source of entertainment and nothing more.

One fine morning, while we were completing the second round of jogging track, he stopped and told me that David is not coming to the office from the last two days. The next morning while we had orange juice after the jog, he told me that David emailed his resignation.

I was surprised to hear about David’s resignation as he was one of my friend’s few employees about whom I have heard good. As I am in the HR profession, I got the urge to know what made him resign. That time, the talks of my friend turned into analytical data for me. I tried to remember all what he used to say about the person, about David’s behavior, how he used to deal with his work, everything, and finally, I came up with a few points which companies must not be doing if they are looking for long term employees:

Treating everyone equally:

No one is indeed equal when it comes to position in the company, their contribution to the profit, their behavior, etc. However, it is required to treat all of them equal as they must not feel that one is favored more than another.

Tolerating mediocrity:

You would have top players who perform all the tasks efficiently, whatever you ask them to do. However, there is a possibility that they are not good team players. Therefore, if you put them with other members who aren’t able to perform equally, then it may decrease the performance of your top-players too. It could even make the less performing individuals inferior. This may make them leave the company finding themselves non-deserving.

Having dumb rules:

Rules are important for running a company. Rules even define the ideology of a company and all the employees work as per the rules provided. But if there are unnecessary rules, that may annoy the employees. For instance, I asked my friend to remove unrequired restrictions he had put on employees for going out.

Not recognizing outstanding performance and contributions:

People who love their work not only work for earning but also to improve their skill everyday to become better in what they do. Therefore, appreciation contributes a lot to a person’s performance. Even when a person works hard, and he doesn’t get recognition, it could be a factor that demotivates him. Therefore, employers should always show gratitude towards the contribution of their respective employees

Not having any fun at work:

There have been times when a company faces tough challenges, and everyone works seriously. After the serious time, it is required to have some fun activities at your workplace. That will freshen up the employees and prepare them for upcoming challenges. In the absence of fun, the work becomes a burden and eventually, it decreases the performance of Individuals.

Not keeping your people informed:

It is somewhat similar to treating everyone equal. If there is some information that every employee must know but you are forwarding it only to specific ones, it shows that you favor those employees. It is necessary to keep all the employees informed about advancement happening in the company.


Did you know that 38% of employees would rather do unpleasant activities – like opt for more work or sit next to someone who eats noisily – than sit next to their micromanaging boss. Employees or anyone won’t wish much interference in work as it makes them conscious and frustrated.

Not developing an employee retention strategy.

Employee will only stay when he would be getting continuous benefit. Every year you may need to provide them good appraisal to make them stay. However, it may not be possible after a point of time. They can be favored in other ways, such as providing more power, improvement in the workspace, easing of tasks, etc. Overall, a company must have a well-defined employee retention strategy.

Not conducting employee retention interviews.

It is actually a part of the employee retention strategy. You need to interview employees periodically to know what is going on in the back of their mind. It is necessary to know their problems. The suggestions they provide can also help to improve the working of a company.

Making the onboarding program an exercise in tedium.

Usually, as soon as an employee joins, we give him a brief introduction and then give him all the responsibilities we want him to handle. This doesn’t even give him time to adjust to the work environment. Onboarding programs should focus on providing ease to the employee while he gets settled.
Along with the above….

The HR policy not communicated properly is equal to the non-existence of an HR Policy!

If management is silent about the following, then the employee retention will not be possible:

  • Growth
  • Learning new subjects
  • Monotonous Job
  • No work
  • Too much Stress/Pressure in current job
  • Overtime benefits
  • Monitory Terms
  • Politics
  • No proper flow of work
  • Manager Changed, so pattern changed that feels pressurizing
  • Delay in appraisal
  • No proper KPI and assessment
  • No Training and Development
  • Career growth just to name a few

From People to Policies, Policies to Performance, Performance to Recognition, Recognition to Leadership, Leadership to Growth, Growth to Senses of Accomplishment- NR Doshi HR Services Consultancy. Find out more:

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