Employee loyalty: 7 tips to apply

In the business world, ensuring the loyalty of its employees has become an indispensable practice. Indeed, talent retention is an essential component in their success since they fight to keep the best people. That's what we call the War for talent.

In order to maintain its competitiveness and stand out from the competition, it is necessary to offer its employees the best possible working environment. In addition, have a high turnover rate (also called Turnover) would risk generating significant recruitment costs and would have a negative impact on your employer brand. Establishing a relationship of trust and proximity with your employees will not only help you to stabilize your business, but also to make it grow significantly. So what is the procedure to follow?

In this article, we will present effective strategies to retain your employees and significantly improve the image of your company.

1 - Everything you need to know about loyalty

1.1 - What is employee loyalty?

Employee loyalty corresponds to all the strategies put in place by an employer to make said employees want to stay in the company. It therefore aims to limit the turnover rate, i.e. the number of departures and arrivals in the structure. The objective of this approach is to stabilize the existing team, while strengthening the adherence and commitment of its members to the organization.

1.2 - Why is staff retention important?

Employee loyalty is crucial because it involves 5 major challenges :

1 - Stability : First of all, retention makes it possible to maintain a solid team over the long term: it promotes the continuity of project operations and reduces the disruptions associated with the departure of certain collaborators.

2 - Motivation : Second, loyalty helps promote engagement. Motivating your employees will make them more invested in their work, so they will be more likely to give the best of themselves on a daily basis. This motivation will result in a positive work climate, which will strengthen relationships between colleagues and improve overall cohesion.

3 - Cost reduction : Minimizing the turnover rate makes it possible to reduce expenses related to hiring and training, which will allow the company to easily save budget. Training recruits requires time and money; retaining your employees will on the contrary allow you to earn them.

4 - The experience : Loyal employees will always have better knowledge about their work within the company, which, in turn, will lead to higher productivity. In the same vein, their expertise is a major asset since it will be difficult to replace given their seniority in the structure. Whether it's customers, working methods, or the company itself, internal expertise is something that must be maintained at all costs.

5 - Brand image : A company that succeeds in making its employees ambassadors will often be perceived as an employer of choice. It will gain a reputation in the market, will attract new talent and the cycle will be repeated. It is thanks to this same cycle that your company will be able to evolve, because a structure that treats its employees well will always attract more motivated candidates.

In summary, retaining your employees will contribute to the performance and sustainability of your company, while creating a fulfilling work space that will make your talents want to stay at home.

1.3 - What are the levers for employee loyalty?

When it comes to retaining employees, numerous human resources methods are possible. However, we have listed for you the levers the most important ones:

• Attractive recruitment

Contrary to what you might think, employee retention starts long before hiring. Hence the importance of taking an interest in our article on 3 essentials for an attractive recruitment. Thanks to this, you will be able to create a first impression of trust in applicants and start on a solid foundation. Your employer brand will be valued even before the first contact, because modern recruitment methods are quite trendy among the latest generations of candidates.

If you want to know more, we consulted close to 69 experts in order to obtain the keys to a attractive employer brand.

By downloading this free guide you will get:

1. Feedback from 69 employer brand specialists
2. The 4 main attractiveness factors
3. Recommendations by type of business

Download the free HR guide: How to boost your attractiveness?

• Quality onboarding

Onboarding, or business integration, is an English term for the process by which new employees acquire the knowledge, skills, and behaviors necessary to become full members of an organization. This integration period is a first step towards a healthy relationship between employer and recruit, also called employee experience. This is why it is necessary to monitor recruits regularly, until they take charge of their new position and can develop their autonomy as they should. If you're not sure where to start, we've written a article on the integration of a new collaborator.

• A healthy work environment

The work environment plays a very important role in the development and well-being of your employees. They need to be able to feel comfortable in their workspace, otherwise their mental or physical health could suffer and have a direct impact on their ability to work. It is in this environment that your employees will spend most of their days, so this aspect should not be overlooked. Living conditions are one of the main factors to maintain in a business.

• A good salary

It will be very difficult to retain your employees without offering them adequate remuneration. They need to know that their efforts are paying off and raising salaries is a great way to give your troops some heart and soul. You will thus promote the values of generosity, sharing and show your employees that you care about them.

• Social benefits

A final factor in loyalty lies in the social benefits that you can offer to your employees. They are a strong argument, because if your employees decide to leave the structure, they will not be certain that they will be able to benefit from these benefits elsewhere. This list includes paid leave, pension plans, A company mutual insurance like Jaji, but also the possibilities of evolution!

If you present your employees with opportunities for skills development or internal mobility, they will see their presence in the company as an opportunity and will then be much more likely to stay. The company Spayr even offers a solution of salary on demand, a way to offer employees more financial flexibility without affecting the payroll.

2 - The loyalty challenge

2.1 - Why do employees leave the company?

It is not uncommon for employees to suddenly decide to leave the company overnight. The reasons can be numerous and depend on the individual, but the most frequent lies in the bad relationship between an employee and his colleagues and/or his manager. Relationships between people, if unsuccessful, can lead to conflicts and have a negative impact on collaboration. If they are not feeling fulfilled, the employee may choose to end their contract. The issue is therefore purely sociological and there is no real solution other than trying to ease tensions.

On the other hand, it is possible to take preventive measures if it is a question of remuneration Or of lack of opportunities. Indeed, many employees may resign if they feel that their salary is not satisfactory, or if they have few prospects for personal development. If their work is neither economically nor hierarchically rewarding, they will simply go for a career elsewhere.

Another hypothesis, it is possible that some employees feel overlooked. That their work is not recognized and that the valorization of their efforts is lacking. An employee who feels abandoned will no longer be motivated and may choose to join a company that will give more importance to his achievements.

Finally, a final factor lies in the lack of alignment Of the employee with the values and culture of the company. When an employee does not feel in agreement with them, he may decide to join another structure, closer to his own beliefs. For example, if the employee is in a company whose culture favors long days and repeated crunches, this pace may have an impact on their personal life. He will then look for a company that provides him with a better balance, with shorter days or remote working opportunities.

2.2 - How to retain employees?

You now know all the major reasons why an employee could leave your organization. Now, instead, we are going to explain to you How to encourage them to stay. To support you in your approach and help you retain your talents, we have listed several tips that you can apply today:

• Establish good communication

The first major step in establishing good loyalty is communication : the latter must be healthy and therefore open and transparent. Such communication is essential to create a climate of trust within the company. Plan regular exchanges between employees and management, organize regular meetings to discuss the needs and expectations of your employees, set up internal communication tools, but above all, listen no matter what happens. This first step towards dialogue is a necessary action in professional management.

• Innovate the way you recruit

While the previous step is important for the human side, it can also be enriched by opting for recruitment solutions such as Yuzu.

After several years of R&D with researchers in Occupational Psychology and Neuroscience, we came up with Yuzu : one New Generation Assessment Center, specialized insoft skills assessment (the famous soft skills).

With Yuzu, talents are immersed in scenarios developed with the latest technologies of the Video game.

The evaluations, on the other hand, are accessible to all profiles thanks to simplified orders and cloud technologies (all you need is a computer and an internet connection to be evaluated).

Retain your talents right from the recruitment process with Yuzu

The advantages of our solution:

• One candidate experience exceptional to boost your employer brand ;
• A solution accessible to all to ensure equal opportunities;
• A decision support tool to detect and promote interpersonal skills.

Whether it's for your recruitment process Or of internal mobility, we are transforming the assessment of Soft Skills In a moment Loud and playful.

• Offer development opportunities

Second, it is important to realize that your employees are - for the most part - motivated by desire to evolve professionally ; that is, accessing a higher job, or in another service, in order to gain responsibilities. Get to know the goals of each of your employees and to offer them training programs accordingly. Take care to value internal promotion, give them career opportunities where your employees will feel rewarded. They will then be able to have future prospects within your company.

• Cultivate your corporate culture

The next step in your loyalty process will be to Define and develop your corporate culture. Indeed, cultivating a strong and positive work culture will create a sense of belonging and commitment among your employees, which will strengthen their loyalty to your structure. Encourage team spirit, collaboration, trust but also respect within the company. Thus, it will always be good to live in your offices and the atmosphere that reigns there will have been significantly improved.

This action could also help reduce the absenteeism rate, since going to work will have become synonymous with having a good time. If this method is successful, then you will have succeeded in creating an environment favorable to productivity and development.

• Ensure a balance between personal and professional

Set up a healthy balance between personal and professional life is essential for the satisfaction and loyalty of your employees. If the two were to overlap, it would be a problem because your employees would be the first to suffer the consequences. It is therefore recommended to put in place policies and practices to support the well-being of your employees, such as flexible working hours or even remote working opportunities.

In the same vein, encourage taking time off or simply taking time off, as a fit employee will always be more efficient and motivated than a burn-out employee. If your sector allows it, you can also consider the 4-day week. Studies conducted in the United Kingdom have shown that this new method has very beneficial effects for employees. This is why companies like LDLC recently made the decision to import it into France. It can therefore be concluded that it has proved its worth.

• Offer attractive benefits

Your employees will be much more likely to stay at home if you offer them social benefits that they will not find elsewhere. Among them, we can mention paid leave, insurance, pension plans but especially career and salary development opportunities in the company. There is also a bonus that employers can grant to their employees in order to help them with expenses related to teleworking; this is the Telework bonus. It is also suggested to create a pleasant working environment, with relaxation areas and teambuilding activities to strengthen team cohesion.

• Value and reward performance

To make your employees feel rewarded, you can set up a recognition system to present awards or awards to employees who deserve them. The gratification of performances, whether individual or collective, is essential to maintain the loyalty of your employees. Encourage positive and constructive feedback to recognize contributions, give regular thanks. You can even organize events to celebrate your team's accomplishments. We guarantee you that the results will be there.

To remember

Employee loyalty is a continuous process, which requires a constant attention on the part of employers. By listening to your staff and making efforts to ensure their well-being on a daily basis, you will make a big leap forward in the growth, stability and success of your business.

If your employees leave the structure, it is undoubtedly because of their poor relationship with their colleagues or their manager, working conditions that they consider questionable, too low remuneration, their lack of development opportunities, their lack of recognition, their lack of recognition, their lack of alignment with company values, or even the fact that their professional life has negative consequences on their private life.

By establishing a open and transparent communication, you will create an environment conducive to mutual trust. By offering them professional development opportunities, you will allow them to progress in their careers, to feel valued and to see a future within your company.

By setting up a healthy work environment and a corporate culture that draws them to the top, you will promote their sense of belonging and strengthen their commitment. Finally, by valuing their efforts and celebrating their individual and collective successes, the motivation of your employees will reach new heights.

Now that you have all the keys in hand to ensure the retention of your employees, all you have to do is start as soon as possible. The sooner the better!

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