Magazine article Business Credit

How to Keep Quality People in Your Organization

Magazine article Business Credit

How to Keep Quality People in Your Organization

Article excerpt

Losing talented, quality employees is always difficult for an organization. Not only does it mean finding and training replacements, but also losing all the knowledge and understanding of the corporate culture those people take with them. While it is true that in today's environment no organization can realistically believe they will keep an employee for twenty or thirty years, companies can reasonably expect people to stay for four to six years. Essentially, you need to keep your people as long as they fit within what your company is trying to accomplish, and as long as they add value. You want to maximize the relationship as long as employment is productive for both sides. And you certainly don't want people leaving because they become disenchanted with the job.

Many employers believe that people get seduced away by the allure of larger companies, greater benefits, more pay, or a desk with a window. But those factors are rarely the reason people choose to leave. What really causes people to change jobs is that they don't understand where they fit and how their role impacts the organization's overall goals. They may feel like they do busy work that doesn't affect the company's success, or they don't develop mutually respectful and open relationships with their bosses and managers. When employees start feeling this way, then they start shopping around for other jobs. Unfortunately, many times people are seduced away by another organization that promises all these things, but doesn't actually deliver them. Then the process begins again.

So how can you keep your quality employees for as long as possible? You must make their impact on the organization's success clear by building a corporate culture around the right mindset. Use the following process to refocus your organization so your employees don't feel compelled to change jobs so frequently:

1. Lay The Foundation

The mindset you create in your organization will permeate everything you do. It will impact your strategies, the type of clients you go after, and the kind of people you hire. For example, many leaders focus frantically on fire drill types of tasks, or the things that need to get done immediately. In the process, they allow the tasks that need to be planned and prepared for to go unattended and uncompleted. When the leaders operate in this rush, rather than in a cool-headed manner, they spread it through the entire organization.

Your actions and mannerisms reveal the mindset you maintain from day one. Even when you interview people, you communicate the corporate culture to them. So set your intrinsic values right away to avoid bringing in people with a work-here-a-year-and-leave mindset. Rather than just covering benefits, rules, and vacation time, the most important part of your orientation process needs to focus on your culture, how you work with one another, how you cooperate with one another, and what kind of clients you pursue. Spend less time on the rules and more on the way of thinking. The foundation of every organization is the attitude of the people within it. Therefore, the senior managers and leaders of your company must create the right mindset for the entire staff. They must determine how the organization's goals are established and communicated, the importance of those goals, and the way the employees work with each other.

2. Strengthen The Structure

A strong organizational structure stems from strong focus. To strengthen your focus, set goals and objectives and then communicate them clearly throughout the organization. …

Search by... Author
Show... All Results Primary Sources Peer-reviewed


An unknown error has occurred. Please click the button below to reload the page. If the problem persists, please try again in a little while.