Get people off to a good start: A good start begins with hiring right people who understand the work culture and
qualifications of the position. An employee orientation is a good start to make them feel comfortable and part
of the team.
Create a great environment with bosses whom people respect: Even though, company culture and its policies are
important factors for working environment, the atmosphere in the department and amongst people is more important
to individuals. A unit with a malcontent, repellent boss will ruin the atmosphere and cause the company to lose
Share information: Show your trust to the employees and let them know that how important they are for the company.
Sharing information about the business, financial performance, about strategies and plans will make them
contribute to the business.
Give people as much autonomy as they can handle: Most people enjoy working with minimum supervision. Give a team a
task and if they succeed, you can let its members to work on their own.
Challenge people to stretch: Many people enjoy a challenge. So assign your employees, mostly the ones you want to
retain, to greater tasks than they are used to do so that they can improve themselves. Do not forget to make
them feel your trust.
Be flexible: Flexible work plans are very effective in retaining employees. Even if it is not in your hands to
create completely new work arrangements, you can let some employees to rearrange work when needed. Today’s
employees value this kind of flexibility.
Design jobs to encourage retention: You may find solution to the turnover problem by adding some variety to the
repetitive job, engaging isolated employees in team projects, enhancing the challenge and eliminating or
outsourcing the undesirable task.
Identify potential defectors early: Consider adding “defection detection” to your communication when you interact
and share views with your direct reports. Doing so will provide you to identify the potential defectors and take
effective countermeasures. Ask people how they feel about their tasking, company policies, the working
environment and about their individual goals, whether they feel included or excluded by the corporate culture.
You immediately need to take action on and arrange a meeting with employees who are showing signs of dissatisfaction
and disaffection such as a change in behavior like coming in later or leaving earlier, a decline in performance,
complaints from a person who has not been a complainer, wistful references to other companies, withdrawal
behavior. Try to find out the problem and work on in together, also indicate that you value your employee.
Be a retention-oriented manager: Part of your job as a manager is to assure that you have a qualified unit and
retaining the valuable members in this unit is crucial. Check how you manage people and if you are good at
encouraging best people to stay or not.