{"id":26467,"date":"2021-02-02T09:35:54","date_gmt":"2021-02-02T13:35:54","guid":{"rendered":"https:\/\/www.shortform.com\/blog\/?p=26467"},"modified":"2021-02-14T23:40:30","modified_gmt":"2021-02-15T03:40:30","slug":"how-to-retain-employees","status":"publish","type":"post","link":"https:\/\/www.shortform.com\/blog\/how-to-retain-employees\/","title":{"rendered":"How to Retain Employees: 6 Tips for Keeping Talent"},"content":{"rendered":"\n

Do you want to know how to retain employees? Why is it so important to retain top talent?<\/p>\n\n\n\n

All good managers should know how to retain employees. Hiring is time-consuming, and by retaining talent you can build a strong company from within.<\/p>\n\n\n\n

Keep reading to find out how to retain employees.<\/p>\n\n\n\n\n\n\n\n

How to Retain Employees<\/strong><\/h2>\n\n\n\n

The last managerial activity is talking people out of quitting. When a valuable employee decides to quit because she feels unappreciated, as a manager, you have failed.<\/strong> Your failure doesn\u2019t necessarily end with the departure of that one employee. The actions of good employees affect your other employees as well\u2014people who respect and identify with the departing employee will be affected by what happens to her and potentially become demotivated and consider leaving themselves.<\/p>\n\n\n\n

Usually, someone will tell you that she wants to quit when you\u2019re in the middle of something important. You should:<\/p>\n\n\n\n

1. Immediately talk to her. <\/strong>This probably won\u2019t be your first reaction\u2014the conversation will be uncomfortable<\/a> and your instinct will likely be to wrap up whatever important thing you were in the middle of first. However, if your employee is quitting because she thinks you don\u2019t care about her, pushing off the conversation until later only reinforces her belief.<\/p>\n\n\n\n

2. Ask her why she\u2019s decided to quit and listen. <\/strong>She\u2019s probably rehearsed this conversation, so let her get through her script without interrupting, and only ask questions at the end. Her script probably didn\u2019t touch on her real reasons for quitting, so try to get her to reveal those by encouraging her to talk more.<\/p>\n\n\n\n

3. Don\u2019t argue or try to change her mind yet.<\/strong> At this early stage, all you should do is ask for some time to come up with a solution.<\/p>\n\n\n\n

4. Go talk to your supervisor<\/strong>\u2014this is a major problem you need help with. Your supervisor will also probably be in the middle of something important, but you need to make her help you. While your subordinate quitting is more destabilizing for you, her departure will affect the whole company.<\/p>\n\n\n\n

5. Brainstorm ways to keep the employee at the company.<\/strong> This can include transferring her to a different department\u2014while you\u2019ll lose her, the company won\u2019t. As a manager, it\u2019s your (and all managers\u2019) responsibility to keep valuable employees with the company, even if you don\u2019t get to work with them yourself. <\/p>\n\n\n\n

6. Speak with the employee again and present your solution.<\/strong> She might counter by:<\/p>\n\n\n\n