How can you effectively manage employee longevity?

I personally noticed and experienced that after COVID employees are not very interested in working from the office they want to work life balance office culture and hybrid or work from home i suggest encourage employees to take breaks, use their vacation time, and consider flexible work arrangements when possible. Cultivate a positive and inclusive company culture. Clearly communicate core values, promote a sense of belonging, and create an environment where employees feel connected to the organization. Offer flexible policies to accommodate different life stages and changing needs. This includes flexible working hours, remote work options, and family-friendly policies.

In my experience I found that providing employees with growth opportunities within the organization, will ensure employee longevity. It gives the employees a vision for their future. It gives rise to employee motivation and thus results in effective, more productive employees.

In my experience, people really connect with the leader they work for - more than the organization. While the culture of the organization and the values of the CEO are always important, employees really look up to the leader they work for. It is really important for this leader to build strong relationships with their team, understand their personal goals and translate how the company’s goals align with their goals (and vice-versa). Every good leader needs to be humble, authentic, unbiased, objective and a patient listener. I have seen many instances, when employees resonated well with the company’s culture and goals but they left because they felt suffocated and marginalized by their direct leader.

Employees are most likely to leave, if they: 1) are not compensated fairly 2) become stagnant in their career 3) are treated unreasonably by the leadership or the immediate manager. Organizations can effectively foster employee longevity by addressing these issues.

1. Invest in your employees: - Offer career development opportunities - Promote work-life balance - Recognize and reward employee contributions - Create a positive work environment 2. Improve the skills of your leaders: - Train your managers on how to lead effectively - Offer mentorship programs - Promote from within 3. Provide a competitive salary and benefits package 4. Be transparent and communicate regularly: - Share information openly and honestly with employees - Be open to feedback 5. Focus on Employee Well-being: - Promote physical and mental health - Provide support for working parents - Create a culture of belonging

Managers / leaders need to realize that they can grow when they help their people grow. New opportunities always have an element of risk attached. Every good leader creates an environment that allows their team to express themselves freely, suggest improvements, take on new challenges & risks, thereby develop & grow. If the leader is not open to change or innovation, that really stifles the team’s willingness to take risks and learn new things. A good leader is optimistic and assures their team of their unflinching support for taking on risky projects. They clearly articulate what support their team can expect from them, especially when things go south. Upside / downside for every new opportunity is clearly discussed & communicated.

Employee longevity need certain strategies which include; Recognition and rewards, Professional development policies, Work-life balance, Proper C&B, Career development, corrective feedback, employee involvement and employee empowerment, HSE initiatives, Team oriented environment, Leadership, Employee development planning etc

Employees if they keep getting a good amount of growth opportunities, will have less chances of thinking about changing the job and are well engaged. Such employees always contribute to the success of both organisations and employees as well.

One way I have found helpful is when as responsible employers, we need to have robust employee wellness programs that address health wellbeing, support systems where they can engage effectively for psychological support. Also talent management programs should be enhanced, high performing employees should have targeted accelerated progression paths, given opportunities to innovate & remunerated for retention. They should be continuously be nurtured and exposed to various parts of the business to prepare them to take up future senior roles.

There are loads of statistics on this topic that tell a compelling story: managers who are directly involved with their employees’ professional development create engagement and affect tenure. I’ve witnessed it personally by practicing this as a manager and by having managers that invested in me.

My thoughts on employee longevity: 1. Psychological Safety- when employees are in an environment where they feel psychologically safe then they are likely to have a sense of wellbeing and give discretionary effort 2. Give meaningful work and a purpose- particularly for the younger workforce i.e Gen Zers, they must connect to a higher ideal

"Employee Understanding" In today's dynamic work environment, fostering a positive workplace culture goes beyond tangible contributions. It delves into the emotional connection employees have with the company. Many employees form an emotional bond with their workplace, and their decision to stay or leave is often influenced by how they feel (Respected or emotionally hurt) Let's champion a workplace culture that values empathy, respects individual contributions, and prioritizes open communication. By placing employee understanding at the core of our organizational strategy, we not only retain valuable talent but also create a thriving and harmonious work environment.

In my experience having check ins with employees at which you ask them if they are happy with the work they do, if they are happy with their pay and more can prevent employees from leaving (as long as you listen to and make good on their concerns as best you can). It’s also a great time to let them know what you appreciate about them.

A cornerstone in preventing employee turnover is fostering a work environment rich in collaboration and trust. Employees seek teams where support, respect, and teamwork are paramount. As leaders, our role is to champion open communication, actively seek and value employee feedback, and cultivate a culture where every voice matters. Building trust and rapport is fundamental; it involves showing genuine concern for our team's well-being and success.

A collaborative and trusting environment is essential for employee productivity and satisfaction. In such a setting, employees feel comfortable sharing ideas and taking risks, knowing they are supported by their colleagues and management. For instance, a company that encourages cross-departmental projects fosters a sense of unity and trust. This approach allows employees from various departments to work together, share diverse perspectives, and innovate. It not only enhances problem-solving and creativity but also builds strong interpersonal relationships and trust across the organisation. Such an environment leads to a more engaged and committed workforce, driving the company's overall success.

In the Australian context, productivity has declined in many industries during and post Covid (granted it has increased in others). We are delicately poised between delivering productivity with individuals want for flexibility and balance which is still a top factor in employee’s choosing where they work. As more and more organisations move back to mandating an office presence, will employees opt out and move on or stay given the economic climate?

every individual has there own aura, own legacy to work and deliver. As a manager one should understand the preferences and should mould himself/herself, which also should not have hamper work. Always be emphatic and flexible to handle a resource.

HR should conduct regular surveys or feedback sessions to gauge employees' satisfaction with the current work-life balance and flexibility policies. Analyse trends in resignations, paying attention to reasons cited by departing employees. Adjust policies based on feedback and industry benchmarks to enhance flexibility and balance. Encourage open communication to understand individual needs and preferences, ensuring that the offered flexibility aligns with diverse employee expectations. Monitor employee engagement and well-being metrics to assess the impact of flexibility initiatives on job satisfaction and retention. Regularly reassess and adapt policy.

Work-life balance is crucial in the modern workplace, as it significantly impacts employee satisfaction, productivity, and retention. When companies prioritise and actively support a healthy balance between professional responsibilities and personal life, employees are more likely to experience reduced stress and improved mental health. This balance leads to enhanced focus and efficiency during work hours. Additionally, employees who feel their personal time is respected tend to develop a stronger sense of loyalty to their employer. This loyalty often translates into a lower turnover rate, as employees are more inclined to stay with organizations that acknowledge and support their need for a well-rounded life.

When hiring employees, it's crucial to consider not only the organization's business needs but also the personal needs and circumstances of the employees. In formulating company work policies, we should adopt a strategy that balances three key aspects: 1. **Business Needs**: Ensuring operational efficiency and achieving corporate goals. 2. **Employee Requirements**: Recognizing individual needs, including flexible work hours and remote work options, respecting diverse life situations. 3. **Legal Compliance**: Adhering to labor laws and regulations. Creating a work environment that balances these elements leads to higher employee satisfaction, reduced staff turnover, and a more engaged workforce.

It is essential in today's environment to promote diversity in the workplace. Make sure that hiring procedures are inclusive and reevaluate them first. We should provide regular diversity training and encourage open communication. Implement mentorship programs, have f flexible work policies, and celebrate diversity through events. Establish flexible work rules, mentorship programmes, and events to honour diversity utilise metrics to gauge progress. Let's make work environments that recognise and value each person's distinctive abilities! #DiversityInTheWorkplace #InclusionMatters

I've noticed that diversity and inclusion come down to hiring and promoting. In my opinion, each company need to focus on supporting and developing internal communication between employees in a daily routine. Employees usually prefer communicating inside their small groups based on a common culture/language etc.

Diversity and inclusion of workforce is critical to meeting the needs of a population requiring health care. Failure to do this will ensure we continue to have growing levels of inequity and inequality across our populations. We need to recognise the intersectionality of our patients, communities and workforce and ensure we create an environment where people can feel safe to be their authentic selves. Achieving this will help retention and growth and, could enhance organisational reputation to become an employer of choice.

A key factor driving employee departure is the absence of a diverse and inclusive culture. In an era where individual differences are celebrated, employees seek an environment that respects and values their unique identities. Implementing diversity in recruitment, training, and promotion, and ensuring fair policies are not just compliance measures but a commitment to inclusivity. Integrating 6 Seconds EQ principles aids in creating a workplace where every employee feels valued and heard, fostering a sense of belonging. This approach not only enhances team dynamics but also drives performance and innovation.

A great example of diversity and inclusion practices is implementing a comprehensive mentorship program that pairs employees from different backgrounds and levels within the organisation. This program not only facilitates knowledge sharing and skill development but also promotes understanding and respect for diverse perspectives. Additionally, the company regularly conducts workshops and training sessions on cultural competency and unconscious bias, ensuring an inclusive environment where all voices are heard and valued. These initiatives help in building a more cohesive, innovative, and empathetic workforce.

Let employees do different kinds of work. Employees who try new things, work with different people, and face new challenges are more likely to enjoy their work. This can also help them learn new skills, see things differently, and make new friends /colleagues that can help the organization. Doing different kinds of work can also stop employees from getting bored, tired, or stuck, which are some of the reasons why they might quit. Research says that letting your employees do different tasks or work in different departments can help them stay longer with organizations.

I have also seen when employees are encouraged to take risks, they are more likely to explore new ideas and approaches, leading to professional development, growth and a sense of accomplishment. This builds resilience , enhances morale thereby contributing to long-term commitment as employees believe that organizations value continuous learning and improvement.

Listening ear, timely acknowledgment of the efforts and empowering your people are some of the key factors to be considered.

In my experience, effectively managing employee longevity involves acknowledging that supporting their exit can be beneficial. Encourage personalized career development, aligning growth plans with individual aspirations. Foster continuous learning and skill diversification. Recognizing that employees remain assets even after departure, though it's a rarely discussed topic, is valuable. Embracing this perspective allows for positive post-employment connections and the potential for future collaboration, contributing to a more inclusive work environment.

In my work, I specialise in advocating for employee longevity, particularly within the context of an ageing workforce. Given the rapid maturation of our workforce and the shrinking pool of available talent, I strongly believe that organisations must implement a "Workforce Longevity Strategy" to cater to the evolving needs of older employees. Having such a strategy in place by 2024 will undoubtedly be critical for ensuring organisational longevity and success.