How effective are your strategies for developing—and keeping—your employees?

Creating a methodology to develop and retain your employees has benefits beyond just the employee: It can also improve the performance and growth of your business.

First, let’s understand why employees leave their jobs. Most employees say they left their job as a result of:

• Negative corporate culture

• Feeling undervalued

• Lack of growth potential

• A bad relationship with a manager

Once you can identify the specific reason an employee leaves, you can begin addressing the issue more effectively inside your organization.

Here are eight strategies you can implement to build a culture in which employees feel engaged, motivated, and driven to succeed and grow alongside your business:

1. Treat employees with respect. Show employees that you respect and value what they bring to your organization. This motivates them to be as invested in your company’s success as you are.

2. Ask for feedback. Ask employees why they work at your company and if they feel any improvements could be made. This not only promotes trust; it also gives you the specific information you need to make things right. Then act on their suggestions to show them you’re listening so they’ll continue to offer feedback.

3. Provide mentorship. Mentor your employees regularly to build trust. Having a mentor helps them envision a path to success within your organization.

4. Play fair. Being fair is an essential quality for managers. Showing favoritism or playing office politics has a negative impact on the team.

5. Have their back. Stand up for your employees whenever the need arises. When employees know they have your support, they learn to trust.

6. Show recognition. Take time out of your day to acknowledge each of your employees’ achievements. Recognition of good work boosts morale and encourages productivity.

7. Provide opportunities for growth. A recent Software Advice article on employee trends found that 49 percent of small-business employees surveyed said they haven’t developed any new skills during the pandemic. In addition, 30 percent of employees chose learning and development (L&D) opportunities as the most important factor they consider when evaluating a new job. With this in mind, be sure to provide training activities for employees. Giving employees new skills makes them feel valued and helps you assess their strengths and skills gaps for future development.

8. Give them a platform. Empower employees to present their current projects, performance data, or other activities. Taking credit in this way increases their confidence, improves their sense of role ownership, and boosts productivity.Start Developing (and Keeping) Them TodayIn short, an organization’s culture is an essential factor for employee development and retention. And it begins with leadership. When leaders visibly demonstrate their commitment to an organization’s mission and values, they empower employees to do the same.

The eight strategies above are just a small number of initiatives organizations can take to generate a positive and productive work environment. To learn why organizations choose Schoox to help develop a productive, engaged workforce, visit our website.