9 Ways to Retain a Leaving Employee
Posted: Tue Jan 21, 2025 8:10 am
Provide the employee with work that will allow him to express himself to the fullest extent.
If a specialist is objectively capable of more and surpasses even his boss in professionalism, such an employee can be transferred to another position. For example, you can offer him to head a new division of the company that will deal with solving non-standard and complex problems. Even if at first this department does not have a sufficient volume of projects, the specialist can start working independently and, as the workload increases, recruit a team based on his preferences.
Change your motivational program
KPIs are one of the most importance of lawyer database important tools for assessing work efficiency, but they should not limit the personal initiative of people who are focused on an unconventional approach to solving their problems. It makes sense for them to create a motivation system that will put the effectiveness of the final result at the forefront, rather than individual intermediate stages.
Motivational program
Provide the opportunity to teach other employees
Successful employees need their achievements and skills to be appreciated. One option for this is to assign them to create and implement training programs for specialists. Employees will see that their experience and achievements are truly useful for the company, and they will be able to pass them on to newcomers.
Implementation of ESOP (transfer of rights to a portion of the company's shares to important employees)
The ESOP program assumes the transfer of shares of the company to specialists who achieve the highest results. Thus, they become not just hired employees, but actually co-owners of the organization. Then, working for the company, they work for themselves and can count on dividends. This can become a very powerful motivating factor.
Consider changing your work schedule
In Russia, it is common practice to require employees to be in the office full time unless their work involves travel. However, this approach does not always contribute to efficiency. For example, you can set a minimum required amount of time that an employee must be in the office (provided that they are fulfilling their duties, of course), and leave the rest of the day to the employee's discretion.
Change of work schedule
Increase wages
No matter how devoted an employee is to his job, first and foremost, it is his source of livelihood. And if you have to think not only about how to do your duties quickly and efficiently, but also about how to live until the next paycheck, this will not only lower a person’s motivation, but also encourage him to look for a higher-paying position.
Any company has limited financial resources, and it is not always possible to promptly increase salaries. Then you should think about how to change the payment system so that employees have the opportunity to earn more. Perhaps you should offer them participation in additional projects or establish a percentage of transactions as a reward, which will be due to the person responsible for concluding the contract. It will be useful to listen to the wishes of the employees themselves on this matter.
If a specialist is objectively capable of more and surpasses even his boss in professionalism, such an employee can be transferred to another position. For example, you can offer him to head a new division of the company that will deal with solving non-standard and complex problems. Even if at first this department does not have a sufficient volume of projects, the specialist can start working independently and, as the workload increases, recruit a team based on his preferences.
Change your motivational program
KPIs are one of the most importance of lawyer database important tools for assessing work efficiency, but they should not limit the personal initiative of people who are focused on an unconventional approach to solving their problems. It makes sense for them to create a motivation system that will put the effectiveness of the final result at the forefront, rather than individual intermediate stages.
Motivational program
Provide the opportunity to teach other employees
Successful employees need their achievements and skills to be appreciated. One option for this is to assign them to create and implement training programs for specialists. Employees will see that their experience and achievements are truly useful for the company, and they will be able to pass them on to newcomers.
Implementation of ESOP (transfer of rights to a portion of the company's shares to important employees)
The ESOP program assumes the transfer of shares of the company to specialists who achieve the highest results. Thus, they become not just hired employees, but actually co-owners of the organization. Then, working for the company, they work for themselves and can count on dividends. This can become a very powerful motivating factor.
Consider changing your work schedule
In Russia, it is common practice to require employees to be in the office full time unless their work involves travel. However, this approach does not always contribute to efficiency. For example, you can set a minimum required amount of time that an employee must be in the office (provided that they are fulfilling their duties, of course), and leave the rest of the day to the employee's discretion.
Change of work schedule
Increase wages
No matter how devoted an employee is to his job, first and foremost, it is his source of livelihood. And if you have to think not only about how to do your duties quickly and efficiently, but also about how to live until the next paycheck, this will not only lower a person’s motivation, but also encourage him to look for a higher-paying position.
Any company has limited financial resources, and it is not always possible to promptly increase salaries. Then you should think about how to change the payment system so that employees have the opportunity to earn more. Perhaps you should offer them participation in additional projects or establish a percentage of transactions as a reward, which will be due to the person responsible for concluding the contract. It will be useful to listen to the wishes of the employees themselves on this matter.