In every workplace, there will always come a time that employees will decide between leaving and staying—may it be for pursuing a different career or other factors. And while you may think that hiring them is easier than keeping them, you are mistaken.
You also have to consider the effects of them leaving your company, such as losing employee productivity and the additional expenses of looking for a new one.
That is when Human Resource (HR) officers come to the scene. They don’t only manage the hiring process of employees, but they also play a significant part in keeping them in your corporation—that’s what we will talk about.
In this article, we will discuss the roles and impacts of HR officers in a company’s employee retention. But before that, we will start with knowing the importance of employee retention in your organization.
Why is Employee Retention Important?
Employee retention is critical as it will help you bypass the massive cost of losing your employees, such as:
- Money and time for hiring a new employee, which includes recruitment and onboarding.
- Lower morale among the remaining staff
- Loss of experts and reduced output and productivity during the hiring and onboarding process
On the other hand, if you make utmost efforts to keep your employees, you can:
- Have consistency in productivity across your team and the organization
- Have a strong corporate culture
Knowing all of these, you might be wondering how to improve employee retention, so let’s now dive into learning the role of HR officers in this initiative.
How will HR Officers Improve Employee Retention?
There are several steps HR officers can follow to boost employee morale and improve employee retention. Here are some of them:
1. Hire the right employees
There is no doubt that keeping an employee not fit for the job or who does not like the field of work is a challenge in employee retention. So, it is best if human resource officers start the employee retention initiative by selecting the right people to hire. Screening all the candidates and choosing the most qualified for the job is essential, as this will affect your company’s progress over time.
How can they do that, though? Aside from looking at the technical credentials, HR officers can converse in a way that the applicant will feel comfortable talking about their skills and values. From there, HR officers can assess whether or not their aptitudes align with the company’s culture and position needs.
2. Enhance the onboarding experience
Once you find the right person for the job, the next step is the onboarding process. It should not just be signing a contract but a strategic one that will bring your applicant excitement to start work in your company.
Discuss your company’s goals and objectives and let them be aware of their responsibilities and how their efforts affect the success of the business as a whole. Setting clear expectations in any workplace ensures that workers are driven and committed to achieving the organization’s objectives.
3. Create a positive environment with a healthy work-life balance
The work environment significantly influences employee retention. By fostering open communication, encouraging teamwork, and offering chances for professional development, HR officers can contribute to making a healthy work environment.
Human resource professionals can also help create flexible work schedules that allow employees to manage their time more effectively. Doing so will maintain a separation between the personal and professional life of your employees and prevent burnout.
4. Make contributions to employees’ growth
HR professionals can help employees grow professionally and personally by offering training and development opportunities. By prioritizing employee development, the organization creates a culture of learning, motivation, and trust—three factors that motivate employees to stay for a very long time.
5. Give recognition and rewards to their achievements
Another way to motivate your employees is by recognizing their accomplishments and rewarding them. It can be in the form of public recognition, financial incentive, and other things you may think of to celebrate their hard work.
When employees feel valued in the company, the more they increase their productivity and strive for the best as they stay with you.
6. Create a culture that values employee feedback
Establish a culture that fosters open communications. That way, employees can share their thoughts freely about what to improve in the work itself and the environment. Simply listening to their input makes their feelings valid, making them feel more valued in the company, as an employee, and as an individual.
7. Address their concerns quickly and accordingly
Listening to employees’ concerns is not the end of the retention initiative; HR officers should also take necessary actions to address them quickly and accordingly. By doing that, the company will gain more trust from the employees, which will benefit in keeping them in the company for years to come.
The Bottom Line
The role of human resource officers does not end in the hiring process—they significantly contribute to employee retention as well. By learning about their roles and impacts on a company’s employee retention, we can conclude that they play a big part in hiring, managing, and keeping employees. Having said that, a corporation should also value their input and appreciate them more.
Author: Bash Sarmiento
Bash Sarmiento is a writer and an educator from Manila. He writes in the education, lifestyle, and health realms. His academic background and extensive experience in teaching, textbook evaluation, business management, and travelling are translated into his works