Employee retention: keeping the people who keep you in business
The retention of highly qualified knowledge workers is one of the main challenges for all organizations today. Knowledge workers are those whose work primarily requires the use of “brain rather than brawn.”
For example, they are the developers and caretakers of the computer networks that keep your business running. They are also the producers of the dazzling graphic presentations that help your sales force win new customers. And it is even the account representatives who consult the databases to decide whether to grant a bank loan request or explain investment options to potential clients.
Therefore, knowledge workers are extremely valuable because they keep factories running, customers happy, new products coming out the door – they are the backbone of your company. So how do you keep these highly skilled and valuable workers from jumping ship, heading to a competitor? Here are four ways to motivate this unique group of workers.
Support training and development.
Highly skilled, quality workers realize that in a rapidly changing world, those who sleep will soon lose their marketable skills. The latest technology, software package, or self-development program can not only attract knowledge workers, but it can also entice them to stay on board.
Provide special tasks.
Knowledge workers are more likely to stay if they know they are learning new things, gaining exposure to “hot spots,” or increasing their visibility within the company. Some examples of short-term development projects include leading a task force on a pressing business issue, handling customer negotiations, integrating systems between units, overseeing the purchase of products or equipment, or submitting a proposal report to senior management.
Rotate positions and responsibilities.
Moving workers to different tasks at specific intervals allows them to develop and practice new skills and determine areas in which they can best utilize their talents. Additionally, a staff that is prepared to function in a variety of capacities and to perform a variety of tasks will bring breadth and depth to your team or department. As a bonus, rotating people to different areas can result in better communication and work. relations
Show genuine interest.
Ask your valued workers how they’re doing, what’s going well and what’s not. Don’t wait for the annual performance review to recognize good work. Do it regularly. Like most people who take pride in their work, knowledge workers value recognition almost as much as good pay.
The organization that is able to recruit, motivate and retain the best workers will have a great strategic advantage. Therefore, companies that offer comprehensive training with planned on-the-job experience, complemented by enlightened supervision and opportunities for continuing professional development, will be more successful in retaining their valuable and highly-qualified people. In other words, give knowledge workers room to grow, or someone else will.