As the U.S. economy continues its slow climb back from the brink, employers are preparing for one of the downsides of a recovery: turnover.
With more job opportunities, workers are more likely to look for a new job, unless their current employer has taken steps to prevent defection.
A major part of retaining workers is making sure that during economic downturns, investment in a company’s human resources is not stinted.
Employees who feel that their professional development is supported on the job are not as likely to take the first job offer that comes their way. Flexibility in allowing workers to try new career paths is another way to keep a workforce engaged, as is career coaching.
Creating opportunities for younger staff to interact on a regular basis with upper management promotes a sense of belonging, as does the occasional, offbeat social event.
And even if all these ideas don’t seem like a fit, remember that replacing talented workers costs – in time, money and lost productivity. So don’t wait to make your staff feel the love.