To help you anticipate the risk of your employees leaving, we offer you a monitoring tool that will allow you to assess an employee’s commitment through a list of criteria that you establish yourself.
Here is an example:
The idea is to identify the 4 top criteria that matter most in your employee’s professional life and try to address them as best as possible.
Here, we are dealing with an employee who has good knowledge of the company. Invested in her work, fulfillment in her role will be an important criterion. You will therefore need to ensure that projects remain challenging and motivating for her. A major point of concern is her personal situation, which has significantly changed. With the arrival of a child, many men and women reassess their lifestyle and the importance of a good work-life balance. In this case, the employee will appreciate organizational flexibility with the possibility of working remotely for part of her activity. This will allow her to better manage her new personal situation.
This tool can also be used during a recruitment process to propose elements that will spark the candidate’s desire to join the company.
Here is an example:
For this candidate, with a property purchase plan and a rather hectic lifestyle, we can already estimate that compensation will be a key criterion. The employer must offer a salary proposal that meets the candidate’s expectations and aligns with the company’s policy. Teamwork and the missions assigned to them will also tip the scales. Finally, the company’s CSR initiatives will be a real engagement criterion for the candidate.
For the tool to work effectively, personalization of criteria and personas is necessary. With monitoring tailored to each employee, you will increase employee satisfaction and thus improve retention. All the measures you have chosen can reveal trends that will help you implement the best talent retention strategy.