Some only think the business of hiring reliable and skilled talent is challenging, but keeping these people on the team can be just as tricky.
According to the U.S. Bureau of Labor Statistics, approximately three million people have voluntarily left their jobs every month since June 2017. Additionally, in a study conducted by BambooHR, 31 percent of respondents in a 1000-person survey quit their positions within the first three months. It is harder to retain than to acquire.
While these are staggering statistics for businesses, all is not lost. There are ways companies can create successful strategies to not only recruit but retain talent. A significant component of this plan is technology. There are so many programs that can help HR managers create plans for keeping good people.
Here are the 7 ways to use technology to improve employee retention:
- Gathering as Much Information as Possible
- Get Feedback and Pulse Surveys
- Have Effective Performance Appraisals
- Better Facilitate Communication
- Allow Remote Work
- Offer Virtual Training Opportunities
- Have More Streamlined Workflows
1. Gathering as much information as possible
Employee retention plans need to start the moment a candidate accepts the offer. Many employee engagement software programs allow HR managers to collect and manage employee information.
This data gathering process should not only include contact information, but having new employees fill in a digital survey about their goals, aspirations, desired training, and even hobbies can give managers an idea of how to help them move forward in their position with the company.
Having all these details enables HR and managerial staff to engage employees to prevent the desire to leave.
2. Feedback and pulse surveys
Many HR technology solutions allow managers to distribute short and regular surveys to get feedback from employees and discover ways the organization can better help serve them.
One of the highest morale killers for any employee is the feeling that their opinions do not matter. This is why it is essential for managers to not only digitally collect their communications, but also act upon it.
3. Effective performance appraisals
Remember all that information in the first entry that should be gathered during the onboarding process? This step is where it can come into play.
A robust performance appraisal system can take goals that managers and employees have set together and track them so workers and their supervisors can talk about it during performance appraisals. Managers can also use this time to help guide employees through the paths they need to move to reach their aspirations and meet company goals.
4. Better facilitate communication
One of the most annoying things for an employee is not receiving regular and clear communication about their duties during the day. Programs like Slack and Skype for Business can eliminate this by allowing managers to quickly and effectively chat with their employees.
This technology reduces the need for multiple emails to be sent back and forth and the chance that workers miss out on relevant information from managers. Having an efficient way of communicating shows workers they do not have to deal with the pressures of having to read their managers’ minds.
Related Resource: The 2021 State of Recruiter & Hiring Manager Report
5. Allowing remote work
According to Global Workplace Analytics, 80 to 90 percent of the U.S. Workforce says they would like to telework at least part of the time. The option to work remotely is a highly sought-after perk for many employees.
The more flexible employers are about allowing employees to work from home, the more likely employees are to stay with the company. Project management tools like Asana, Trello, and Basecamp make it a lot easier for employers to manage distributed teams.
6. Virtual training opportunities
Most employees are seeking opportunities to learn new skills and participate in professional development initiatives. Instead of always having to send them to a brick-and-mortar location to receive training, there are tons of systems that offer e-learning programs where workers can upskill from their desks or the comfort of their homes.
In addition to being able to train whenever they want, wherever they want, virtual training lessons can be recorded and archived for later so employees can watch them more than once. Virtual training is a stellar way to invest in your employees and provide them with the flexibility to refine their skillsets when their schedule allows it.
7. More streamlined workflows
This step goes in line with communication, but one of the many stressful things for employees to have to deal with is confusion about work tasks and a poor workflow process.
One of the easiest ways to mitigate this is to start using a project management system that allows managers to efficiently delegate tasks, track progress, and send alerts regarding duties that still need to be fulfilled. Streamlined workflows not only decrease stress for employees but also help increase productivity and overall performance.
The first step before purchasing any technology system is the development of a robust employee retention strategy. HR managers should figure out what employees are looking for in a stable and positive work environment, and implement practices they need to succeed.
Technology is an excellent tool to make strides in helping to retain employees, but it is not a cure-all, so all HR recruitment and retention tools should accompany proper planning.