Employee retention 1x1
“Employee retention” means a sense of belonging, identification and loyalty of employees* to their company.
Retained employees have no intention of leaving their company.
More than that, they act in a way that serves the organization and its goals.
How to strengthen the loyalty of employees to the company is now well researched scientifically. Here we explain how better employee retention benefits everyone.
The best known is the three-component model of Meyer and Allen. They describe 3 types of binding:
- Affective commitment is the emotional connection and identification with the company. Emotionally committed employees stay with the company because they want to - not because they have to.
- Calculative commitment occurs when workers rationally weigh termination. And find that leaving the company costs more than if they stay.
- Normative commitment arises from a sense of moral obligation. Example: The company has invested in the training of a team member, who therefore feels an ethical obligation to repay this "debt".
To achieve performance and commitment and avoid layoffs, the most important thing is to emotionally bond the team.
Because affectively committed employees remain loyal to their company – even in times of crisis.
Emotional employee loyalty as a competitive factor
Also, the renowned study on workplace quality, the Gallup Engagement Index, shows the enormous importance of employee retention.
The conclusion of the study authors: The higher the emotional commitment the
- stronger loyalty to the company
- higher the recommendation rate
- greater productivity and performance
- and the lower the absenteeism.
In fact, according to the latest Engagement Index, 84% of highly engaged employees intend to still be with the same company in 3 years. If employees feel little commitment, only 31% say so.
One in three of them is already actively looking for a new job.
Especially in times of a good economy and a shortage of skilled workers, emotional employee loyalty thus becomes a decisive competitive factor.
The 5 most important factors for emotional employee retention
So what can managers do to bind their employees emotionally to the company in the long term?
The Gallup Engagement Index also provides information on this. Measures should be taken on these 5 topics:
- Opportunity to do what you are really good at
- Manager is appreciative, listens and gives trust
- Challenging and varied activity
- Colleagues
- Corporate goals and corporate philosophy
Other factors such as job security, flexible working hours, pay or benefits have little influence on emotional commitment.
Attention: Emotional attachment is mainly generated in the direct work environment. The linchpin here is the immediate manager.
For example, the Gallup study also proves that continuous exchange between managers and employees is one of the most important levers for increasing emotional commitment at work.
This is exactly where tools like teamecho come in, helping to establish an agile feedback culture in the company.
The linchpin for emotional connection is the immediate manager.
For example, the Gallup study also shows that continuous exchange between managers and employees is one of the most important levers for increasing emotional commitment in the workplace.
This is exactly where tools like teamecho come in, helping to establish an agile feedback culture in the company.
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