When I made the Daily Attendance WAR Room ELP a few weeks back, I made it a point to emphasize the core elements that drive Engagement (where Retention and Attendance ultimately fall under)
- Every employee wants to feel SUCCESSFUL in what they do every day
- Every employee wants to feel like THEY BELONG, feel PART OF SOMETHING BIGGER than themselves
- Every employee wants to feel SAFE and SUPPORTED
Wanted to expound with a few samples of these elements to make sure both newbie and tenured folks are aligned on the minimum factors which make up these elements. It is the responsibility of the Leaders to ensure their respective Direct Reports understand these factors for a synchronized and organized view moving forward.
They are Successful
- People know how to do the job. The problems they encounter, they know how to solve.
- They know resources and contacts available to them for issues they cannot solve on their own.
- The career path is clear to them, with line of sight on competencies needed, timelines and steps necessary for them to achieve it.
- They know where they stand in contrast/rank with the larger team, preferably same level or peer level comparison
- They are rewarded and recognized as often and as loudly as possible
They Belong, Part of Something Bigger
- They know what the future holds not just for the team, but the entire group or company
- They are provided clarity on how they can definitively contribute in that journey and their place in it
- They are given awareness that they have a mentor/mentee relationship, reinforcing a safe space to learn, make new mistakes and receive guidance for their areas for improvement
- They understand that they will be held accountable for repeated mistakes and anything within the basic requirements
- They are part of decision making process on fundamental items and has regular meetings and time spent on and off work
They are Safe and Supported
- They can always be honest about situations, mistakes and gaps and will not be met contentiously
- They will always be given credit for their contribution and milestones accomplished
- They will be given notice for every career advancement opportunity and prepared well to be qualified for it
- Their pay and compensation is ensured accurate and timely at all times
- They will be defended and protected against internal and external pressures and demands whenever appropriate
Once again, these are minimums. Other beneficial elements are available, some that are likely better. What you don’t want is thinking that the fun stuff and incentives are your only options. While they do work and are very helpful, the clincher has and will always be on these TOP 3.
Bottom line, this is a good checklist to keep to ensure that you (as the Leader) are promoting the right culture, establishing similar sets of values and beliefs that create genuine retention practices.