Today’s business dynamic seems far-removed from the days when a person would work for one, maybe two companies in his entire career, earning the 50-year pin and the storied gold watch at his retirement party. In fact, statistics from the Department of Labor state that the average span of an employee’s tenure is only 1.5 years. So what can managers do to change those statistics for their own companies and hang on to their best performers?

1. Have a vision for the future. This does not solely include statistics for your projected profit margins for the year. In fact, having only that vision turns away employees. Know what your company’s direction is and make it compelling and clear enough that your employees want to help achieve it.

To that end, know what that vision is. Let them know they are working toward a specific future goal; this helps them focus and see that the company knows what direction it wants to take. Does your company have a “big picture” idea that employees feel they can be a part of and work toward? Have more than a blanket mission statement; aim for a vision that an employee feels she can truly contribute to and that makes her feel part of a whole.

2. Have empathy. Yes, many businesses have a “churn and burn” mentality on both sides of the hiring desk. However, one simple way a manager can rectify that includes listening to her employees. This does not necessarily entail a therapy session; it involves truly hearing office concerns and suggestions and responding thoughtfully and honestly, even when it means explaining why something will not or cannot happen. When an employee feels he is truly heard by his managers, it instills loyalty to that manager, as well as to the company.

3. Create motivation. When an employee asks herself, “Why am I doing this?”, if the only reason involves a paycheck, that employee will probably not stay for very long. Money, an extrinsic, or outer, reward, only goes so far in motivating an employee. A good manager helps workers find intrinsic, or internal, rewards: creating a successful campaign or product, or producing high-quality work.

Similarly, companies who make the career path clear for their employees help to increase those intrinsic rewards. While not everyone will become the CEO, as some newer, younger members of the workforce may think, a good manager makes the path clear, letting employees know what horizontal or vertical moves they can make to advance their careers.

 4. Avoid “all work and no play.” Part of motivation even at work involves making it fun every now and then, or at least breaking up the tedium of an eight hour day sitting at a desk. This does not mean today’s workers are lazier; it just means in this age of instant gratification, they are used to more autonomy and chances to innovate on their own. Companies that have managed that balance of work and play have seen significant increases in productivity and profitability. And circling back, having that powerful motivation or vision in place can help bring it all together…and keep your top employees with you.

5. Create a positive company culture. A job-seeker wants to get hired, but when considering the long term, he also wants to work somewhere that has a culture he can get on board with: If the fit doesn’t seem right for his personality as well as his skills, he probably won’t last long. Consider this: Studies show that employees who matched up with their employers, supervisors, and overall company felt more satisfaction in the position, were more likely to stay on long-term, were more committed, identified more with their organization, and demonstrated better job performance.

Keeping these considerations in mind will help you retain your top performers, ensuring quality for all involved. For more advice on how to do this, contact our experienced recruiting team today!