Kenyon Connects

It is one thing to attract good employees, it is quite another to keep them.  Research indicates employees who feel their work is appreciated, are considered important by their boss, and that their work makes a difference in the lives of those they serve, tend to have higher rates of job loyalty.  While money is important, research also suggests that as long as the factors above are met, employees will stay even if the company pays a little less than the competition.  

So how do you create reasons for staying? First and foremost is ongoing recognition for a job well done.  If you have a strong customer satisfaction program in place, this will make staff recognition easy to identify.  If you don’t have a program in place, consider building one.  However, regardless of how you determine how well your staff is doing, taking the time to recognize their stellar efforts is a powerful retention tool.  Don’t wait to recognize your staff until they leave or retire.  Codify the process over time and make it ongoing. Staff recognition can come in the form of a note from the scheduling staff or even a small gift (a $5 gift certificate for Starbucks, for example) – something that demonstrates tangible appreciation.  Better yet, give that recognition publically at staff meetings. You can also give recognition for tenure.  At six months, give the gift of a lab coat with the employee’s name monogrammed on it.  Have a local jeweler design a company pin for one year, five years, eight years, twelve years, fifteen years of service, and so on.  Put a different semi-precious stone on each pin to acknowledge tenure.  Don’t forget the power of bonus pay.  Consider giving paid time off for a certain amount of hours worked. For example, give a full eight hours of bonus pay for every 180 hours worked for the agency. 

There is also a moral element to recognition – recognition for going above and beyond the call of duty (e.g., taking a shift or a patient visit that helped the agency meet the needs of the patients or clients). This can come in the form of a small bonus or a gift card with a thank you.  Make sure you document all recognitions in your employee evaluations and the eligibility requirements for a yearly bonus.  This will go a long way towards making a staff member feel he or she is a valued member of the team. 

Needless to say, it can be difficult in the middle of a busy day to stop and recognize the good work that all your staff is doing.  However, nothing will encourage loyalty more than building a deeply seeded culture of praise and recognition within the organization.  The time it takes to codify and implement this ongoing acknowledgement of a job well done will more than pay for itself in long-term employee loyalty and the general ‘buzz’ around town that your agency is a terrific place to work.

Category: Agency Startups, Ginny's Blog