Staff retention in the construction Industry.

As an employer, you may wonder how to protect your investment in your employees. How can you prevent them from leaving your business after you have taught them so much? The truth is that no employer can legally prevent an employee from resigning. This remains the choice of the employee. However, recruitment can be a daunting, expensive process. Therefore, it is critical for employers to be familiar with retention tools.

Below are the three most effective industry-recognised retention tools:

1. Organisational support

Most people want to have a good connection with their manager, be treated fairly and have access to positive challenging opportunities. They want to be paid fairly and competitively. A manager could be meeting the aforesaid expectations, but it also requires organisational support. Efforts to increase employee satisfaction includes team builds, training and opportunities for social interactions. Training should emphasise setting clear goals, providing good coaching and feedback, and providing appropriate employee recognition.

2. Internal promotions

Common practices involve the upskilling of staff from skilled trade positions to managerial positions. Internal promotions should be explored prior to sourcing and appointing external applicants. These promotions need to be aligned to an Employment Equity plan.

3. Remuneration as a retention tool

Money is an effective and simple motivator. Money motivates and more money motivates people to work extra hard. It’s natural to compete, and when rewarded with money for better work then productivity and standards are raised for all. Since it is not always wise or indeed possible to promote individuals, money can be used as an equitable and very acceptable way to reward all workers.  

It should also be noted that money is not always effective at motivating people and also has the power to demotivate. Money can transform employees who are naturally motivated at work into extrinsically motivated workers. In some instances, money rewards (e.g. bonuses, performance-related pay etc) may have little effect on what the worker does or feels.

In a nutshell, staff retention is a long-term and ongoing objective. It takes time to build relationships and foster trust between the employer and the employee. Time and effort need to be invested to develop a mutually beneficial relationship.

Anisha Naidoo

HR Manager

Source

https://www.chartcourse.com/employee-retention-strategy/ Accessed 02 October 2023