1. Balance work and life. HR professionals have to keep up with the changing realities of a workforce. Work-life balance application to a person's effective work-life and personal life wasn't as important in the past as it is today because, in the past, people often are able to attend easily to every major role in their life. Employees will not stay if their work is putting too much strain on their families. Family is extremely important. A small gesture of allowing employees to take extended leave to be with their children's school activities once a month will most likely pay off with loyalty and continued employment.
2. Package of competitive compensation
Higher salaries" Money remains the main reason employees seek to make a difference. It is common for employees to feel that they have been paid fairly and in a fair manner for the work they do. So be sure to research what other companies and organizations are offering in terms of salary and benefits. It is important to find out what the standard compensation package is and the benefits that are available for each position. This includes health and dental insurance, retirement and vacation days. To ensure your team does not look for other employers offering better compensation packages, it is essential that you have a fair compensation package.
3. Respect each employee and treat them as an individual
Treat each employee with respect and as an individual, recognize the team member's contribution in front of members of management. This can reduce the tendency for employees to feel that their supervisors take all the credits. You must know how to recognize your staff. Not everyone wants to be singled out in a group of hundreds of peers. Each generation's approach to recognising team members is different. While you may make an unintentional slap on a baby boomer, have them stand up before their peers and discuss their recent accomplishments. Conversely, a Young Generation will be grateful for the chance. Employee morale can be significantly improved by a simple thank you, a nice job or a pat on the back. Many times, a team member will be grateful for the effort you put in to reach him at his desk and convey the message.
4. Positive work environment
While compensation, benefits are important, the primary reasons workers leave a company are unorganized work environment, toxic workplaces, bad bosses and difficult co-workers. Every employees want is a clean, organized work environment in which they have the necessary equipment to perform well. Physical barriers that prevent people or resources from working efficiently can cause stress. It's important to make sure that everyone has easy access, wherever they are located, to the people and resources that they need. This works well if workspaces are organized around the people or types of work being done. The idea is to make it as easy as possible for people to do their jobs. When employees need their own space, such as privacy, screen or blinds, they can block it off with furniture, blinds or screens.
Plants can soften the noise if it is a problem. You should explain this to your employees and highlight the benefits of the changes. The quality of supervision and mentorship, by a "bad bosses" has been said so often that, people leaves people, not their jobs. The most important role in the development of a team member and their success as an organization is played by their supervisors. All employees want to have Boss who's respectful, courteous, and friendly. Positive work environments are more likely for employees to stay with the company.
5. Eliminate the practice of favoritism
The best person can see the question from all sides. "Cunfucius" A negative organization culture can lead to bitterness and a hostile environment. This can have devastating effects on valued members of the team. Employee favoritism is destructive because of the following: Why should I do this if it will not get me anywhere? This is why I do it if other people won't. If I won't be acknowledged, why put in the effort? Don't trust your boss if they aren't fair?
The result is a decrease in employee productivity, morale and relationships with their managers. This can lead to disengaged workers which will eventually lead to disengaged clients. Employers should be treated equally and without favoritism. Individuals want a perception that each employee is treated equivalently. Device or create a policy, a behavioral guidelines, or methods for requesting time off, and on any other work related decisions you can think about.
6. Communication and availability
Human Resource department must be responsive to employees' concerns and questions. The HR department can be seen as the policy-making arm for many companies. The cornerstone of a forward-thinking HR department is responsiveness to employees' needs. Actively listening to your employees is a great way to do this. Giving them honest feedback, both good and bad, is a great way to do this. Clearly communicate expectations, goals, and new rules to be followed.
Let them know what is expected of them. Get them involved. Let's face reality. Employees really want is to have a face-to-face communication time with both their supervisors and managers. It makes them feel valued and appreciated. Managers have remuneration plenty to do, which can make it difficult for them to manage their time. But, a manager's main job is to support your peers towards the success of organization. Managers can magnify organization success by this act.
7. Employee Empowerment
Empowered personnel feel more in control and take ownership of their work. They are also more likely to be recognized for their ideas. Employee empowerment and control over how things are done and the knowledge that they matter to the organization are key factors in ensuring high productivity and fewer complaints. When employees think that they need their organization as much as the organization needs them, that need became best appreciated more than a paycheck and all benefit package that made them to stayed and remained at the company longer.
8. Placing the Right Talent for the Right Job
The ability to place the right talent in the right job dramatically increases employee retention. It also helps reduce costs by improving business operations. Discover ways to make your employees better and put them in an environment that makes them truly useful. A new car behind glass is just a mass of metal plastic and glass, but a car being driven is truly what a car should be. The same goes for people once developed, one should use what they have learnt so that they can make the world around them a better place for themselves and others. This includes providing them with training, advancement opportunities, and helping them to turn a job into their dream career.
9. Celebrate all successes, no matter how small or large, and make your workplace enjoyable.
Small victories can be shared with your Employees.
10. Flexibility at work
Flexible working hours are a good way to encourage employee morale. Flexibility is difficult to manage. You need to meet operational needs. But it has to manage so the flexibility policy should be well defined and be implemented accordingly so its' good intent will not be lost.