An Employer’s Guide to Retention


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The first Friday in March is designated as Employee Appreciation Day, a day reserved for employers to support and reward their workers.

However, if bosses wait until this day to thank or recognize employees, they may have a tough time keeping good employees on staff.

Acquiring and training staff can be costly, which is why we recommend that employers use various techniques throughout the year to boost worker morale, allowing them to retain valuable employees and the expertise they boast.

Goals for a Successful Recognition Strategy

  • Fulfill esteem needs: achievement, mastery, prestige, self-respect and respect from others
  • Reward loyalty and teamwork
  • Reinforce outstanding behaviors
  • Create a positive work environment

Ways to Recognize Employees

  • Praise individual or team accomplishments during meetings or in company-wide emails
  • Give praise for work that is well above average
  • Say it like you mean it – Don’t give praise just for the sake of giving praise
  • Make people feel like they are more personally invested in the success of the company

Recognition is a key tool in employee retention programs because people need more than constructive feedback and positive affirmation. They need recognition of extra effort. Individuals need to feel comfortable and confident with what they have accomplished.

The best and most productive employees will most likely stay with a company as long as they feel their efforts and contributions are valued and appreciated. Recognizing employees for outstanding work is vital to maintaining morale and boosting productivity. Happy employees are more likely to identify with company values and goals. We all know that a great company culture is a critical component in our success. Social niceties do belong at work – a more gracious, polite workplace is appreciated by all.

Carolyn Kennard is a Regional Facilitator for Workforce Solutions
in the Houston – Galveston area. She conducts job search skills seminars throughout the 13 county Gulf Coast region. Before embarking on a career in workforce development, Carolyn achieved success in marketing and training with a major oil company. Carolyn holds a B.A. degree from Virginia State University and an M.A. degree from Prairie View A&M University.



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