Retaining Good People When 80% Are Out There Job-Hunting

Are you concerned about retaining good employees? You should be.

And you might consider brushing up on  these three keys:  engagement, loyalty and satisfaction.

That’s according to Right Management, which published a poll claiming that 8 of 10 employees said they’d be actively looking for a new job in the coming year.

Another 9% said they’d at least be networking, if not actively pursuing a job.

Yep, just 5% said they intended to stay put.

It’s no wonder, really.

A separate Washington Post/Miller Center poll showed 6 in 10 workers said they’re worried they’ll lose their jobs as a result of the economy. A full one-third said they worry “a lot.”

If that sounds like a lot of unease, it is.

5-steps to retaining good people

Amy Gallo, writing on the Harvard Business Review blog, outlines some things good managers can do to keep people on board.

1) Infuse A Sense Of Purpose.

To keep people focused, managers should give them something to work toward. People want to believe their work matters in any situation. This can be tough when the company’s success is no longer the goal, but you might select something that employees value personally — leaving a legacy or proving critics wrong.

2) Provide Reasonable Incentives.

Companies should find ways to reward good work. Make it clear what people will get if they do their best in this trying time. Will they learn a skill that will help them find their next job? How will the experience help them grow professionally?

3) Show People They Matter.

Don’t just offer the same things to everyone, however. People want to still be seen as individuals. Tailor your message and the incentives to specific team members. Whenever possible, give them personal attention and care. When news of a crisis hits, managers should meet with employees one-on-one. The key thing is for managers to find out what matters most to workers and then do their best to meet those needs.

4) Stay Authentic.

Being transparent is crucial in these circumstances. Managers can’t try to protect people from the truth or ignore what’s happening. And they should never say anything they don’t mean. In tense situations, people are on high alert for lies and inauthentic messages.

5) Tend To Emotions.

People are going to be upset, afraid and angry. Managers can’t pretend these feelings don’t exist. Instead, supervisors need to make room for them. Tell people that you’re available to talk whenever they want. Encourage people to get together without you so that they can say things they might not want to express in front of a boss. Managers aren’t counselors, however — if people need more specialized support to deal with what’s going on, they should be referred to outside resources like those in an Employee Assistance Program (EAP).