{"id":3416,"date":"2022-10-11T10:53:30","date_gmt":"2022-10-11T10:53:30","guid":{"rendered":"https:\/\/www.arca24.com\/jobarch\/?p=3416"},"modified":"2024-02-13T14:38:27","modified_gmt":"2024-02-13T14:38:27","slug":"employee-retention","status":"publish","type":"post","link":"https:\/\/www.arca24.com\/jobarch\/en\/blog\/employee-retention\/","title":{"rendered":"How to improve employee \u2018retention\u2019 in the company"},"content":{"rendered":"
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The experience of the pandemic, the possibility of remote working, have made the difficulty of retaining employees in the company under the usual working conditions increasingly pressing.<\/p>\n

The effects of the American\u00a0\u2018Great Resignation\u2019<\/strong>, although to a lesser extent, are also occurring in Europe.
\nToday, people are no longer willing to compromise on important issues such as flexibility and work-life balance. The increasingly widespread use of the Internet has made it accessible to everyone what alternative career opportunities and salaries can be.<\/p>\n<\/div>

Focus on stay interviews<\/h2><\/div>

The resignation of an employee often comes unexpectedly to the HR department and is often the result of long-standing dissatisfaction and problems. It is advisable to prevent such phenomena with\u00a0STAY INTERVIEWS<\/strong>\u00a0at least every six months. These meetings serve to investigate the level of satisfaction in the company and to bring to light any critical issues.<\/p>\n

Questions should be asked such as:
\nWhat do you expect from your career, does the workload you are subjected to seem proportionate, do you feel your contribution is adequately appreciated, what are your reasons for staying in the company?<\/em><\/p>\n

In order to obtain sincere answers, it is always better not to follow a rigid pattern, rather, to activate a spontaneous, empathic conversation.
\nThis can lead to a relationship of trust and cooperation with all employees. Problems that arise during interviews must be tackled resolutely.<\/p>\n<\/div>

Adopt a flexible strategy for agile working<\/h2><\/div>

The state of emergency generated by the Covid pandemic allowed companies to act in derogation of agile working regulations; almost all workers during the \u2018lockdown\u2019 carried out their activities from home.
\nOnce the toughest phase of the pandemic was over, companies behaved differently: some pushed for a return to headquarters, some maintained full-time remote working, and some gave employees freedom of choice.<\/p>\n

With the end of the pandemic, companies had to make final decisions. The renunciation of rigid strategies seems all the more appropriate in order to avoid drops in motivation and new resignations.
\nFlexible arrangements involving alternating office and home work are certainly an effective\u00a0ATTRACTION<\/strong>\u00a0and\u00a0RETENTION<\/strong>\u00a0tool.<\/p>\n<\/div>

Create a portal for internal jobposting<\/h2><\/div>

In a medium-sized to large company, internal mobility offers considerable advantages to both itself and its employees:<\/p>\n