Greater employee commitment can cut costs on recruitment by lowering staff turnover. Here’s our six top tips for enhancing employee commitment.

Tips for Enhancing Employee Commitment

Companies spend a large amount of money on the recruitment process. Yet, there are low levels of investment in exit interviews and finding out why people are leaving organisations.

A study showed that HRs’ often misdiagnose employees reason for leaving their positions. This inconsistency is due to many factors.

The key now is to have better data and to use those findings to increase employee commitment and therefore staff retention. All of which will save companies valuable resources.

Find out the Twelve Factors of Employee Commitment.

1. Diagnose Retention Factors

You need to gain an accurate picture of the factors that employees feel are most important to them in maintaining their commitment to the organisation. Remember, when data collection techniques such as employee surveys and exit questionnaires are conducted anonymously, the information yielded is more honest and accurate.

Learn more about the importance of Employee Engagement.

2. Staff Retention Strategy

Create a retention strategy that suits your people, culture and working constraints. Use your diagnostic data to develop a range of appropriate interventions targeted at your different employee populations. Include ‘quick wins’ that are easy to implement, such as enhancing your induction process.

3. Honest Recruitment

Don’t ignore what you’re doing well. Emphasise the factors that employees like about your organisation in your external recruitment communications. Portraying an honest image of what you can offer potential employees is a crucial step for meeting expectations and building trust.

Read Be Honest with Potential Employees.

4. Staff Surveys

Monitor the situation continuously. Collecting anonymous data on a regular basis will enable you to assess your progress and also to stay on top of any new issues that may arise.

Find out What is an Employee Engagement Survey?

5. Delegate Responsibility

Allocate responsibility for staff retention. This should include tracking employee turnover patterns, using data to inform the retention strategy and aligning staff retention with the overall HR strategy.

6. Retention Budget

Invest in a employee retention budget. Maintaining a committed and motivated workforce enhances organisational performance and cuts your recruitment and selection costs. Set aside the appropriate funds.

Contact great{with}talent and find out more about their TalentEngage employee engagement surveys.

[youtube=http://www.youtube.com/watch?v=DvAF23qiSE8&w=560&h=315]

(First published HR Grapevine. Main image from ACG)