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4 Tools Needed to Improve Employee Retention

published: February 20, 2020

Employees quit for all types of reasons. Executives and managers always want to know why, as this feedback helps managers understand how the employee experience could be improved within the organization. Unfortunately, managers can't always rely on employees to be fully transparent and honest about the reasons why they leave.

That’s why a great deal of research and data exists to help unearth the true answer to that thorny question. However, much of this research yields mixed results. Some studies find that "salary" is the number one cited reason, while other research shows that "bad management" as the top reason.

No matter what the reason. One truth remains when looking at the top justifications for quitting. They are components of the work environment that are entirely under the power of the employer to change. More importantly, all related to employee engagement to some degree.


Tools That Build Strong Employee Relationships 

Failure to communicate results in strained employee relationships, and, ultimately, churn. If employees feel they cannot be transparent and open about their professional demands and needs, they may quietly begin to search for greener pastures.

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To safeguard against churn, modern businesses should be leveraging the power of technology and easy-to-use software to facilitate open communication and employee relationship building at every point in the employee life cycle.

That said, it's likely your employees already use a handful of software to do their job. So you don't want to inundate your employee population with even more software. That's why each piece of technology should be chosen carefully and encompass as many tools and key features needed.

To ensure you're equipped with the right information, in this article, we will be sticking to the essential HR tools meant to serve your employee's best interests throughout their lifestyle.

1- An assessment tool to evaluate employee potential

Employee turnover is sometimes the result of poor recruiting. The person just wasn't the right fit for the job; in terms of personality or work experience. Sometimes people shine in interviews...but don't live up their in-person pitch. And sometimes people deliver a lackluster interview...but then blow everyone away when they come on board.

In short, face-to-face interviews only give you a mere slice of someone's personality and character. And unfortunately, sometimes people bend the truth or flat out lie to get their foot in the door. As a result, you may need the help of scientifically-backed assessment tools to adequately evaluate potential candidates fit with the role in question.

Tools like Psychometrica and Qualtrics help recruiters make more informed decisions about the people they are hiring; leading to higher-quality hires and lower turnover.

2- Performance evaluation and goal management tool

A full plate of work can be downright paralyzing. When we don’t know where to start it makes us vulnerable to temptations of the instant-gratification variety, say, like pointless social media use, for example.

Asset 43The antidote: Managers can help employees with efficiency by ensuring goals are clear, actionable, and broken down into more deliverable and manageable mini-tasks. Doing this clears the path to success, and the work becomes less daunting as a result.

This can all be done with the help of performance and goal tracking software. In addition, performance tracking employees can instill a sense of higher purpose and mission by keeping teams focused on a higher-level objective.

Several software solutions exist to help communicate goals and transparently monitor their progress, not only across a team, but the entire organization. Tools like Betterworks, BambooHr and 15five help managers and executives with the task of monitoring and tracking organizational goals.

3- Engagement and employee mood measuring tool

Often, executives only pay attention to employee engagement once there are perceptibly high rates of absenteeism and turnover among their top talent in their workforce. In short, when employee disengagement is obviously symptomatic.

At this point, disengagement has likely spread to all levels and evolved into a complex issue that will require a great deal of time and resources to fix. To avoid this, it's incumbent on executives and managers to keep their finger on the pulse of the workforce satisfaction—to systematically monitor levels of engagement. The goal is to catch early and often subtle signs of dissatisfaction and disengagement before they manifest as full-blown turnover.

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With the help of an employee engagement software like Applauz, you can administer Pulse Surveys and keep your finger on the pulse of how your employees are really feeling. As a result, monthly, you should have a global idea of where you're workforce stands in terms of their satisfaction at work.

In addition, a peer-to-peer recognition platform like Applauz is silently gathering data from employee's activity on the platform. Collecting this information into easy-to-understand Engagement Reports, which offer managers a birds-eye-view of which employees are receiving and giving the most recognition, praise, and engaging with their team and peers regularly. And which ones are not.

4- Employee rewards and recognition tool

Implementing an engagement and rewards program fosters an environment of trust and satisfaction. Workplaces that boast a positive atmosphere based on mutual respect and trust are shown to be more productive and profitable.

Asset 68iCloud-based and cost-effective software like Applauz provides essential HR tools to help engage, celebrate, and reward, as well as motivate your workforce in a personalized way.

Moreover, software like Applauz offers participants access to a Rewards Marketplace where they can be rewarded with tangible rewards and name-brand goods. Software like this makes the administration and daily operation of employee retention and engagement program easy to access and manage while making it automated and easy to implement.