There are a number of ways to keep your best people, but no silver bullet. As you think through your own retention strategy, remember the following:
- Recognize that employees have lives outside of work — cultivate a deep respect for employees’ time.
- When employees leave because of their boss, it rarely comes from personality mismatches; it stems from a lack of confidence.
- Counteroffers are (an expensive) band-aid; they won’t fix an employee’s fundamental unhappiness.
- Building a genuine sense of community is crucial to employee retention. Make sure your hiring process incorporates and heavily weighs cultural fit.
- Hashing out a concrete “work from home” policy can improve employee happiness/retention, but it’s largely dependent on your organization’s needs. Make sure you’re being fair across the board.
- Good mentorship happens organically, and should be directed by employee interests and growth. It also creates another opportunity for a natural, short feedback loop you can definitely use.
- It’s never too early to invest in good HR, whether it’s processes or people. This can absolutely include HR contractors. An outside perspective can be invaluable for founders who need big-picture reality checks.