How to Save on Employee Retention
Posted: Sat Jan 18, 2025 5:51 am
A number of measures will allow you to save on staff motivation and retention activities:
purchasing individual services through barter (for example, employees participate in an advertising campaign for a chain of fitness clubs and in return receive a free membership to their establishment);
if the enterprise has a high cash turnover, the bank can provide a discount when issuing VIP cards;
Instead of directly participating in an expensive educational program, you can provide employees with training materials on it;
Include automatic provision of a credit job seekers data package limit in addition to the salary card. Banks are happy to agree to such an option within the framework of such projects. The employee repays the loan.
There is also the possibility of long-term voluntary health insurance. If it is more than one year, the employer is exempt from the obligation to pay a single social tax on the amount equivalent to the costs of concluding such contracts. To receive this benefit, the costs of voluntary health insurance should not exceed 6% of the salary fund.
Saving on employee retention
For small and medium-sized entrepreneurs, it is advisable to use low-cost support measures:
Set up a flexible schedule for the employee so that before the start of the working day he can, for example, calmly take his child to school and attend a training session in the pool, the subscription to which is paid for by the company.
Provide employees with gifts that do not require large expenses. These could be sweet gifts for children's birthdays or periodic distribution of certificates to stores for insignificant amounts for the company.
If one of your employees has particularly distinguished himself, give him not only a cash bonus, but also some bonus that matches his interests and needs. If he is an avid fan, you can give him tickets to a match of his favorite team. If he needs medical care, help him get treatment at the company's expense.
For employees with a family, it would be useful to organize a joint vacation at a tourist center or in a country house at the company's expense . Others can be given the opportunity to spend their leisure time in an interesting way, based on the employee's preferences.
How to Prevent Team Burnout
The enthusiasm of employees cannot be endless without appropriate nourishment. If after a corporate holiday or team building the employees are active and full of new ideas, then specialists who perform monotonous work and do not receive any benefits from the company can quickly burn out.
How to Avoid Professional Burnout
Monitor the mood of employees. The following measures will help:
Conduct periodic surveys . They will allow you to collect the necessary information about problems in the team and what employees lack, and take measures to correct the situation. Avoid cumbersome questionnaires with several dozen questions, leave only those whose answers can really provide valuable information. You can use not only paper surveys, but also all kinds of electronic messengers, e-mail.
Communicate with employees face to face. This will not only allow you to identify hidden problems in the team, learn about the needs of a specialist that are not usually discussed, but will also show the employee that he is not just a cog in the production machine, but a person who is important to the company.
Try to get as much information as possible from the employee who is leaving. Even if it does not help change his position, an open dialogue will help identify problems that need to be addressed. Employees who are leaving have nothing to lose in their previous company, so you can often learn more from them than from those who remain with the company.
Remember that a salary increase alone is not always enough to keep a person from quitting. Focus on a set of benefits that are important to the team, and the presence of which will increase their loyalty to the company. These include gratitude, responsiveness of the employer, training, career growth, rest, openness and autonomy. Even with limited financial resource
purchasing individual services through barter (for example, employees participate in an advertising campaign for a chain of fitness clubs and in return receive a free membership to their establishment);
if the enterprise has a high cash turnover, the bank can provide a discount when issuing VIP cards;
Instead of directly participating in an expensive educational program, you can provide employees with training materials on it;
Include automatic provision of a credit job seekers data package limit in addition to the salary card. Banks are happy to agree to such an option within the framework of such projects. The employee repays the loan.
There is also the possibility of long-term voluntary health insurance. If it is more than one year, the employer is exempt from the obligation to pay a single social tax on the amount equivalent to the costs of concluding such contracts. To receive this benefit, the costs of voluntary health insurance should not exceed 6% of the salary fund.
Saving on employee retention
For small and medium-sized entrepreneurs, it is advisable to use low-cost support measures:
Set up a flexible schedule for the employee so that before the start of the working day he can, for example, calmly take his child to school and attend a training session in the pool, the subscription to which is paid for by the company.
Provide employees with gifts that do not require large expenses. These could be sweet gifts for children's birthdays or periodic distribution of certificates to stores for insignificant amounts for the company.
If one of your employees has particularly distinguished himself, give him not only a cash bonus, but also some bonus that matches his interests and needs. If he is an avid fan, you can give him tickets to a match of his favorite team. If he needs medical care, help him get treatment at the company's expense.
For employees with a family, it would be useful to organize a joint vacation at a tourist center or in a country house at the company's expense . Others can be given the opportunity to spend their leisure time in an interesting way, based on the employee's preferences.
How to Prevent Team Burnout
The enthusiasm of employees cannot be endless without appropriate nourishment. If after a corporate holiday or team building the employees are active and full of new ideas, then specialists who perform monotonous work and do not receive any benefits from the company can quickly burn out.
How to Avoid Professional Burnout
Monitor the mood of employees. The following measures will help:
Conduct periodic surveys . They will allow you to collect the necessary information about problems in the team and what employees lack, and take measures to correct the situation. Avoid cumbersome questionnaires with several dozen questions, leave only those whose answers can really provide valuable information. You can use not only paper surveys, but also all kinds of electronic messengers, e-mail.
Communicate with employees face to face. This will not only allow you to identify hidden problems in the team, learn about the needs of a specialist that are not usually discussed, but will also show the employee that he is not just a cog in the production machine, but a person who is important to the company.
Try to get as much information as possible from the employee who is leaving. Even if it does not help change his position, an open dialogue will help identify problems that need to be addressed. Employees who are leaving have nothing to lose in their previous company, so you can often learn more from them than from those who remain with the company.
Remember that a salary increase alone is not always enough to keep a person from quitting. Focus on a set of benefits that are important to the team, and the presence of which will increase their loyalty to the company. These include gratitude, responsiveness of the employer, training, career growth, rest, openness and autonomy. Even with limited financial resource