How to Keep Your Employees

When you are a manager, besides delivering the results expected by the company, you must also make sure you keep your employees, not only the best ones.

Last year I wrote a similar post with recommendations for those who want to stay in a company after the trial period. Today you are reading about how I think managers and companies should behave in order not to get fired by their own employees.

keep your employees

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In the first case, you can easily dismiss an employee during the trial period, in case he/she doesn’t meet the requirements. Keep in mind though that the employee always has the power to leave, not only during the first three months. Most of the times, when you or the company you represent aren’t doing the right thing(s), the employee will leave. Rarely an employee is totally contented and still be attracted by another job offer.

What can you do to keep your employees:

  • Respect the commitments made during the interview. No grey area combinations with the salary or promises of fictional amounts;
  • Keep a balance between their performance and remuneration;
  • Explain clearly what are their responsibilities and your expectations;
  • Provide the choice of a flexible schedule, if it’s possible;
  • Promote valuable assets from inside, before reaching outside of the company;
  • Don’t tolerate counter-productiveness. The most annoying is the colleague who doesn’t deliver, but has the same salary while under performing;
  • Invest in your employees’ development and make sure you provide them with the necessary tools;
  • Actively participate in their career plan, not only claim you do;
  • Pay them at least at the general market level;
  • Communicate as often and as coherent as possible. More communication would not hurt, unlike the opposite;
  • Show that you care. For real;
  • Respect their private life, they needn’t have to work 24/7 for you;
  • Create an environment that allows open discussions with management;
  • Make sure that there are formal and informal coaching session with every manager;
  • Tell them about short term and (at least) medium term priorities. Don’t make them struggle with sudden changes of direction, they might end up in the wrong place;
  • Treat people with respect, you are there to help them, not the other way round;
  • Pay more attention to the talented people, don’t treat everyone the same;
  • Create the right environment for an equidistant HR department that provides a fair treatment to all employees;
  • Involve employees in different projects and empower the authority to make decisions;
  • It’s essential to tell people about their evolution when you see something good, you want to encourage that behavior;
  • Let them do their job, don’t just watch their every turn.

If you don’t do your job as a manager/employer, the employee may very easily fire you, and you won’t even notice what hit you. When a good employee resigns, the loser is you and you’d better think right now how you can prevent this.

Good luck succeeding!