your manager or team to get caught
up on what you may have missed and
find out what projects are priorities.
RETENTION RED FLAGS:
More than four in 10 (43 per cent)
Canadian workers in a recent survey
from global staffing firm Robert Half said
they're likely to look for a new job with-in
the next year. But employers don't seem
overly concerned about turnover. Two-thirds
of CFOs polled said they had no
Part of the retention challenge for ex-ecutives
is understanding why a good
employee might want to leave. CFOs re-ported
the number-one reason they
thought good employees would resign was
due to limited growth potential. However
this doesn't ring true for workers, who cit-ed
inadequate salary and benefits as the
top reason they would quit.
"Companies run the risk of losing
strong team members if they become com-placent
about employee satisfaction,"
said Greg Scileppi, president of Robert
Half, International Staffing Operations.
"Managers should seek regular feedback
from their teams to understand their needs,
and be prepared to adapt retention strategies
to suit evolving work trends and preferences.
"Retention should be an ongoing and
evident priority. Show that your company
is taking steps to enhance employee hap-piness
in an effort to keep hard-to-replace
staff motivated and loyal."
Robert Half highlights five tips to re-duce
1. Gauge job satisfaction. Don't
presume all is well. Ask people what
they think about their work, such
as how interesting or challenging
they find it. Regular one-on-one
meetings are effective, but for brutally
honest feedback, such as worker
happiness with management, consider
conducting an anonymous survey.
2. Increase salaries. It's no secret that
money talks – and persuades or
changes minds. If it's been some time
since you've evaluated your company's
compensation structure, benchmark
current employee wages against
sources like the Robert Half Salary
Guides. Strive to offer above-average
compensation for your city and
3. Leverage bonuses. These financial
incentives are one way to retain highly
skilled team members, especially if
your company is undergoing a major
change like a merger or acquisition.
In addition to merit-based rewards,
look for opportunities to award spot
bonuses following key projects or
periods of extraordinary performance.
4. Help employees recharge. Even well-compensated
staff are more likely to
quit if they're continually stressed and
overworked. Increase the chances of
keeping staff by allowing them the
freedom they crave. Think autonomy,
flex-time, remote work, on-site
amenities and generous paid time off.
5. Show them the way. If employees
don't see an obvious path upward
within the company, they'll make their
own way – out the door. Keep today's
top performers and tomorrow's
leaders motivated by having regular
discussions about in-house growth
prospects, as well as your company's
willingness to invest in their future.
MISSING THE MARK
A new study shows only 10 per cent of
senior financial executives say their pro-ductivity
measurement tools fully meet
their organization's needs, and more than
one quarter are not using productivity
data to improve performance at all, ac-cording
to new research by the Canadian
Financial Executives Research Foundation
(CFERF), sponsored by ADP Canada.
CFERF, the research arm of Financial
Executives International Canada (FEI
Canada), conducted the survey of 126
Employees may be
difficult to retain
if they don’t see a
path upward within
10 ❚ JUNE 2017 ❚ HR PROFESSIONAL