Employee Retention Requires Person-Centered Plan part. II

Also be sure to volunteer and help facilitate the development of company feedback systems, committees and other forums designed to solicit information from employees. More important, be prepared to take action on the feedback. And, don't wait until a formal annual review to open the lines of communication - by then it may be too late. Good communication is the by-product of a concerned manager making a consistent effort toward finding out what his or her employees are facing.

Rewards and recognition are yet another crucial component to the success of your retention program because they confirm to the employees that their efforts are meaningful and appreciated. One of the easiest and best ways to reward employees is to simply congratulate employees on a job well done. Long hours and hard work that go unnoticed will leave employees feeling deflated. Other forms of recognition include service awards, congratulatory/promotion letters signed by top executives, promotion announcements on the company intranet, in a company newsletter or trade publication and public accolades at company meetings. Companies might consider a systematic compensation/bonus program designed to establish milestones and reward top performers.

Finally, don't underestimate the balance between work and play. For a number of employees, work might not be the top priority in their lives. Everyone has certain needs, whether it's related to family, financial well-being, spiritual connections, hobbies and extracurricular projects. Today's workers are more interested than ever before in balancing work and personal life. Hard-working employees want to know that they can leave early if necessary to pick children up from school or to watch a child's soccer game. Companies must determine which work/life benefits will best fit their culture and coincide with their operating principles. Simply put, organizations that acknowledge the need for balance in their employees lives will, without a doubt, create loyalty among their staff.

Even with the best of efforts, some employees are bound to leave no matter what a business does. The fact is there are many companies offering challenging and exciting work. So how will your company stand out from the competition? When an organization is willing to devote the necessary time, resources and energy toward cultivating and developing its most valuable assets - its people - growth and long-term success are inevitable.

About Structural Group
As one of the nation's leading specialty contractors, Structural Group is comprised of three dynamic and diversified companies. Structural Preservation Systems is the largest specialty contractor focusing on structural repair and strengthening. VSL is the technical leader in post-tensioning and specialty reinforcement. And, Pullman Power leads the industry in chimney, silo, and stack construction, maintenance, and repair. From 25 operating centers around the United States, Structural Group businesses perform a wide range of projects involving industrial facilities, commercial properties, public infrastructure and municipal buildings. For more information about Structural Group, visit www.structural.net.