Creating and developing a small business employee retention strategy is as important as developing your sales, marketing,compensation和财务计划计划。在面对每个小型企业的Dicey水域中，一致的员工基础可能是成功与失败与停滞与增长之间的区别。
无论您的业务是建立还是创业，都要每年至少重新审视您的员工保留策略。而且，如果发生大量员工营业额，请不要延迟！立即达到失误事件的底部和补救挑战。
Never allow yourself to be complacent about employee retention. According to the Society for Human Resource Management (SHRM), the direct cost to replace an employee can reachup to 50%-60% of an employee’s annual salary。美国进步中心对经济研究的分析估计高管的真实替代成本大约twice the individual’s annual salary。这些数字包括培训的艰巨成本和相关的替代计划，包括停机时间。
Retaining employees is challenging. In fact, a recent survey reports that 82% of surveyed employees updated their resumes in the six months prior to the survey. A stunning 59% of interviewed employees are looking for work all the time.
These statistics make it imperative that small businesses not only implement comprehensive retention tactics but that the program’s success is monitored closely at least once a month. Successful small businesses invest in developing good, reliable, and knowledgeable employees that actually drive the business model.
No matter how much you invest in employee development, there is the chance that you will create an individual who will take their new skills elsewhere. The solution is a multi-tiered employee retention program that includes the following initiatives.
小型企业员工保留的8个步骤
Step 1: good hiring process
At the core of every employee retention program, there is agood hiring process。如果您的小型企业认真对待保留，则您的申请过程必须彻底彻底，并包括强调信誉和忠诚度的背景信息。
仅雇用想要在您的业务工作，与您试图创造的职业道德兼容的全职工作者。这意味着有书面员工手册并确保申请人在被录用之前对其进行彻底阅读。
这一初步步骤可以确保员工保留率很长的路要走。如果您的员工手册不存在或过时，则您正在创建一种不满意的公式。
Step 2: good communication
Employee retention是关于沟通的as much as anything else. Employees want to know management is paying attention. Pivotal gateways to employee retention include meaningful employee reviews with thorough evaluations, employee meetings where suggestions about improvements are welcomed, and open communication lines between management and workers.
步骤3：员工敬业度
员工的系统参与使他们的工作不仅仅是工作。订婚使员工知道他们是团队的一部分，任务的一部分和竞争。对于合适的员工，这可以在您的小型企业或另一个工作之间有所不同。
确保员工经过适当的培训，并了解自己的责任。让他们看到您更喜欢从业务中推广。当您的业务面临截止日期和挑战时，请与您的工人前进。在您的员工会议上，强调您的愿景并阐明公司在市场上的地位。
步骤4：工作场所的灵活性
因为没有人的生活是一条直线，所以请尝试提供灵活的解决方案。远程办公就是一个例子。如果可以在家中或偏远位置进行工作，则远程办公可以提高生产率，，，，reduce overhead, and provide an improved work-life balance. Flexible work programs show management’s concerns for employees’ well-being and are not easily forgotten by the beneficiary.
步骤5：员工发展
正在进行的员工发展向您的工人表明，他们不在停滞的环境中。
通过向员工偿还他们完成的相关课程的学费来鼓励继续教育。
保持行业趋势并部署最新的培训技术。通过不断鼓励他们在自己的工作中取得成功，并向他们展示职业生涯可以将他们带到哪里，从而使其成为优先事项。确保主管和经理是良好的，耐心的教练，反映您乐观的“天空是极限”的心态。
步骤6：周到的员工赔偿
Put thoughtful planning into youremployee compensation program。提供health benefits, life insurance, stock options, performance bonuses, and IRA contribution programs. To the right worker, these benefits are as important as a raise. Your retention capabilities are only as effective as the overall employee package, which should be detailed in your handbook.
步骤7：提供津贴
津贴很重要！灌输比赛，周五的休闲和定期免费的百吉饼津贴，以鼓励感激和友好的互动。当您的工人彼此认识并彼此喜欢时，您的小型企业员工保留潜力就会攀升。提供bonus pay，，，，have employee get-togethers, and always know and use every employee’s name.
步骤8：扩展您的员工保留计划
随着小型企业的增长，确认您的员工保留策略。您添加的员工越多，员工保留时间就越多。当您关闭100名工人时，请准备雇用全职human resource professional谁可以从肩膀上负责这些责任。
避免高流动率rates
Remember, a recent study has shown that 59% of interviewed workers say they are always looking for another job. Your employee retention best practices should be designed to reduce that figure in your business. Stay the course through engagement, interaction, and incentivizing your employment opportunities even when you have 500 employees and have surpassed your goals.
这些观点仅由作者制定。
