Top 10 secrets to retain golden employees - How??

Another great benefit for harried workers is giving them the freedom to come and go in the office as long as there are firm rules in place.

For example, if someone has a family event he or she wants to attend, the employee can go and make up the time later that day or during the week. However, it is important for staff to know that unless there is a critical reason why they cannot come in later or leave early or take a day off, they are free to do so as long as they give you advanced notice and make up the time.

Does organization solicit ideas and provide an environment in which people are comfortable providing feedback? If so, employees offer ideas, feel free to criticize and commit to continuous improvement. If not, they bite their tongues or find themselves constantly "in trouble" - until they

How your employees feel about their jobs is greatly influenced by your workplace atmosphere. Extravagance is not necessary, but you should provide a pleasant place to work. Little things like a fresh coat of paint make a big difference.

Don’t neglect the break room and the rest room. The impression you make on your employees is just as important as the image you project to your customers.

Keeping the workplace clean and uncluttered requires the cooperation of all employees. Employees’ attitudes are affected by their work environment; make sure it is positive!

There are many aspects to this, but from an idea perspective, I would want to limit my text to just this:

A sensible company should be a process driven company and should ensure that the work is not dependent on individuals. Yes, some type of work should be done by people with special skills only, but that should not be the criteria for retaining someone. The company should have systems in place to enable any employee to be the 'golden' employee. It is not easy, I agree, but that is what needs to be done.

RECOGNISE PERFORMANCE OF EMPLOYEES,REWARD THEM FOR THEIR CONTRIBUTION,MOTIVATE THEM TO BRING OUT THE BEST IN THEM BY OFFERING INCENTIVES IN CASH OR KIND, INCREMENTS,PROMOTIONS,MOTIVATING SESSIONS,UPGRADING THEIR SKILLS TO SHOULDER MORE RESPONSIBILITIES BY SENDING THEM TO SPECIALISED INSTITUTIONS.OTHERS WILL START EXPLORING OPPORTUNITIES TO PROVE THEIR WORTH LIKE THE ONE`S WHO ARE RECOGNISED AND REWARDED.

The supervision an employee receives is critical to employee retention. People leave managers and supervisors more often than they leave companies or jobs. It is not enough that the supervisor is well-liked or a nice person, starting with clear expectations of the employee, the supervisor has a critical role to play in retention.

Anything the supervisor does to make an employee feel unvalued will contribute to turnover. Frequent employee complaints center on these areas.

--lack of clarity about expectations,
--lack of clarity about earning potential,
--lack of feedback about performance,
--failure to hold scheduled meetings, and
--failure to provide a framework within which the employee perceives he can succeed.

For managers or else by every one in that situation; it is imperative to be a matter of convenience ,threat , insecurity, ego satisfaction , recognition due to which  great emloyees are  made to leave their jobs. By virtue of their position managers avoid to the extent possible that promising employees are not given fair deal to their recognition and resposibilities and in a manner it is the reason that their access to catch the eyes of the management  is also lost in this process. " In order to hold the Golden employees management should introduce transparent and effective PMS integarated with third party interviews.From where the actual worth and rewards can be assesed by the management inplace of rather loosing them."

See discipline is discipline, policy is policy,rule is rule but still a satisfaction with growth,security and a family culture can definitely yield better results.

Just think of What you give in place of What you take from the organization you are serving in?

By Rewarding the employees apart from salary;by means of cash incentives/bonus/esop/employee family welfare schemes/loyalty incentive/awards and rewards/travel and medical benefits

The employees get depressed when they are not heard.Particularly about golden employees.Once they have been spotted without of course, their knowledge ,their ideas ,feed backs should be given precedence but with controlled enthusiasm.

Dear Sir,

Along with your golden ideas, to retain our golden employees, I wish to add one more. I find people in our organisation also leave apart from what you have mentioned. I feel that rewards like offering tours to some summer or winter resorts in family groups in a special cab. For long distant outings we can choose some tourist spots.

 Apart from double promotions, we can give them cash incentives with photos printed in in-house newsletters, just as employee of the month or year etc. also make them satisfied. We have to ask them what is their intention or objective in their life. If possible we , the top management , can help in achieving it . If their ego satisfied, they wont leave. They will feel the company as aspecious!

k venugopal

A personal experience