To Face Fines

It is not news that there is a shortage in the labor market. The fact that this has been a challenge within online marketing agencies for some time is also not. There is simply much more work in the market than there are good people to do this work. Star players are snatched from agencies and seduced with a higher salary and attractive bonuses.

It is therefore high time to look at retaining employees for longer within your organization. What steps can you take to keep employees happy and make it attractive to stay longer?

1. Get the basics in order

Everything starts with a good foundation. Provide a competitive salary, good fringe benefits and, depending on where someone stands in his or her career, a good bonus scheme.

Provide a pleasant working atmosphere in the office, such as good conditions in terms of workplace, light and greenery. And offers opportunities to have fun, for example with a gaming room. Since we are all working Board Members Email List from home more and more, a complete work from home package with compensation for realizing a nice workplace is also part of it.

When a new employee starts, it is also important to provide good . For example, give someone a buddy in the organization and make sure that enough time is set aside to get to know the organization well. I know from experience how difficult it is if this piece is missing. And no, I’m not mentioning names of former employers.

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2. Keep communicating

What I see at many agencies is that the first phase with an employee goes very well. The base is in order and the employee is released. This is a very logical process and there is nothing wrong with it. But the pitfall that many employers fall into is that communication is becoming less and less frequent. That too is quite natural.

An important factor in keeping people engaged for longer is to show genuine interest. Stay in touch with them and communicate regularly. This way you build a stronger bond and increase involvement in your organization.

 

Of course this is doable in practice, up to a man or 20 in your agency. After this, it becomes more difficult for you as an employer. Simply because it will take too much time. There are also practical solutions for this. Think of:

  • The deployment of senior employees who independently hire and supervise people.
  • Schedule short meetings regularly with small groups, so that you can still talk to people often.
  • Regularly stand in front of the group internally and ask for input from specific issues.
  • Provide personalized gifts for occasions.

3. Make a growth plan

Indispensable for retaining your star players is making a tailor-made growth plan. What do you have to offer and why would your employees want to stay with your organization for a long time?

A good way to do this is through a personal annual plan. Make a baseline measurement at the beginning of each new year (and it doesn’t have to be January 1). Where is your employee now? Is it time to take the step from junior to medior? Discuss the ambitions and try to fulfill them as effectively as possible. With this you can realize a bit of meaning and satisfaction in your work.

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