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 â€” cultivate a deep respect for employeesâ€™ 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 wonâ€™t fix an employeeâ€™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 â€œwork from homeâ€ policy can improve employee happiness/retention, but itâ€™s largely dependent on your organizationâ€™s needs. Make sure youâ€™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.
- Itâ€™s never too early to invest in good HR, whether itâ€™s processes or people. This can absolutely include HR contractors. An outside perspective can be invaluable for founders who need big-picture reality checks.