Loyal employees are the result of 5 basic assets

The top number one reason why employees change their job is money. Other benefits are also significant but at the very end, is money what helps sustain their personal life and drives many of their choices outside of work. Money is really important. As a means to an end, money is a vital element enabling more significant control over our lives and our choices. When life is not a constant effort to keep your head above the water, and we are able to cross the survival line, it is easier to focus on personal and familial development and flourishment. We all want the best for our children and will do as much as we can to ensure a brilliant future for them. 

A well-compensated culture will clearly make employees more likely to stay in their jobs long term. According to the market- payrolls ensure average rates of employees retention. Above-average salaries will increase the number of employees’ years of service at the company but also the focus on work, the feeling of satisfaction and engagement and after all, high levels of outputs. 

‘Great employees are worth a lot more — to your teams, to your customers, and to your bottom line — than average employees. Remarkable employees are worth dramatically more.’  (Art Rooney, founding owner of the Pittsburgh Steelers)

2. Development

The second top reason why employees will quit their jobs is because of ‘lack of understanding’ with their bosses or direct managers. To love their jobs, employees need to feel mentored, empowered and supported in their professional goals. Employees who think they are progressing in their career are 20 % more likely to stay at their companies. We invest more than one-third of our lives on professional activities. If those professional activities are hampering our personal or professional growth, there is no way we can feel fulfilled and satisfied.

Creating a mentoring culture is essential for companies’ success. Employees need to work in an environment that let them make use of their skills while developing new ones. They need to feel the intellectual reward of what they are doing. They need to learn something new every day even in senior positions. They need to be allowed to take their own risks and to learn in the process.

Excellent leadership and a high-performance culture, with a person-centered approach, is the best strategy for high rates of employee-retention. Meeting the needs of people and enabling the space for them to create their own personal and career growth pathway is key to a healthy and happy workplace. 

3. Involvement

‘Employees are a company’s greatest asset – they’re your competitive advantage. You want to attract and retain the best; provide them with encouragement, stimulus, and make them feel that they are an integral part of the company’s mission.’ (Anne M. Mulcahy)

To be able to deliver any proper task, we need to understand the general context and align somehow with it. Employees’ satisfaction at work as well as in life requires a certain feeling of mission. They need to comprehend the ultimate reason behind what they are doing and feel that they are an essential part of it.

4. Appreciation

‘Employees who believe that management is concerned about them as a whole person, not just an employee, are more productive, more satisfied, more fulfilled. Satisfied employees mean satisfied customers, which leads to profitability.’ (Anne M. Mulcahy, former CEO of Xerox)

According to a recent survey conducted by TinyPulse, nearly 22 percent of workers who don’t feel recognized when they do great work have interviewed for a job in the last three months, compared to just 12.4 percent who do feel recognized.

Our core emotional need is to feel valued. Without a strong sense of appreciation, stability and satisfaction turn into difficult goals to achieve. Praising good ways and results, good mornings and bye-byes or caring habits of constructive criticism and feedback are very easy ways that make a difference.

5. Prospects of growth.

Life is like a ladder. Or you move up or you feel it is useless.

Motivation is the core engine for success. It pushes us to work hard and better. But it needs to be continuously fueled. And the easy way to do so is through the achievement of tangible results. Employees need to know they can get better and be sure that all their efforts are going to be noticed and rewarded. If they feel that, despite how hard they work and how many results they are bringing, they will not be promoted to a higher paying or a better position, they will quickly get demotivated or simply remain average. Because our job opens the door to both professional and personal development, we need a humble but ambitions motivation to achieve greater.

‘Employee loyalty begins with employer loyalty.’ (Harvey Mackay). ‘When employees are happy, they are your very best ambassadors.’ (James Sinegal)

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