At the same time, only 15% of the workforce have a high emotional attachment to their company and are wholeheartedly committed.
Increasing this rate isn’t rocket science: after all, the measures and instruments are already known. It’s in the hands of management to create frameworks for good employee retention that are relevant today and will be relevant tomorrow.
In the area of company organisation and the working environment, there are opportunities for home working, home PC and company mobile phone use alongside flexible working hours, job sharing and sabbaticals. Attractive salaries, holiday pay, Christmas bonuses and financial incentives and bonuses are particularly important. Employees are also open to sports, leisure and health offers, such as sports courses and health days and company pension schemes, but also to financial and investment advice. Particular emphasis is placed on development opportunities for employees, further and advanced training, internal mentoring programmes, in-service study courses and transparent opportunities for promotion. In general, corporate culture is gaining strongly in importance and is the top priority for millennials.
Work-life balance, team events, social responsibility, sustainability, but also involvement in corporate development through ideas management and continuous improvement processes enable employees to get closely involved and identify with their company. This is particularly successful when the employees identify with the values of the company and can also achieve self-actualisation in “their” company. Of course, this is associated with professional employer branding , which can be represented through social media activities, career events or open days, among other things.
No matter how many positive measures are in place, the finding remains unchallenged that, in the vast majority of cases, employees resign from their direct “boss” and not from their company. In plain language, this means that EQ, leadership style and values are essential for good employee retention.
A 2018 study by Deloitte Touche Tohmatsu Limited provides interesting insights into this.