HOW TO IMPROVE EMPLOYEE’S LOYALTY ?!

Dr. Youssef Jammal Presented by : Bassem Chokeir Nahla Sleem

Outline:

Introduction

Factors that affect employees loyalty

Tips to improve employee’s loyalty

Introduction:

Employee’s loyalty biggest challenge for the enterprises

There is a need for enterprises to build strong employee’s loyalty

The psychological contract between employer and employees

Employee’s Loyalty is in continuous slide

Permenant Life Job

Employee’s Loyalty being destroyed by Enterprises

Behavior of Employees nowadays

Companies are arrogant with their employees

Employees are having unfair treatment

Companies selfishly

Searching for better opportunities

Pay Information sharing Employee input Fair Workplace policies Working conditions Care/Concern about personal conditions

Pay Any employee look for a fair package

that includes a salary and reward system.

Fairly treatment leads to more willingness to stay in the company.

Information Sharing

Informing employees about any new strategies and changes in the company in a way that keeps them informed and engaged .

Employee Input

Fair workplace policies

Avoid Poor or Non-Existent Communication channels

Working conditions

Working conditions highly affect the productivity of employees.

Front-line supervision

You should show your employees that you care a lot about your business, never miss the chance of being there, always eager to know their concerns, show them that you care about them.

Care/concern about personal needs

Exceptions may be necessary but not discrimination

– Personal acts of kindness and concern

Recognition for achieving/exceeding results.

Clarity on performance based compensation.

Mutual respect and trust.

Offering of interesting assignments.

Predictive Path Model -- Employee Loyalty & Retention

The opportunity to learn new skills Work collaboratively with them Create relaxing atmosphere Provide emotional support Setting clear expectations

2008 survey: Respect Recognition Pleasant and Challenging job Opportunities for professional development Compensation Paid work tips Breaks, Relaxations (trips, parties) Sport Facilities

1) Being Informed about employee’s needs : Identify what your employee’s needs are by gathering compliments through employee satisfaction survey in addition to concerns.

2)Help employees see the big picture, that are contributing and making a difference.

3) Use training to increase confidence/managers who cut training to save cost don’t understand how service delivery and morale can suffer.

4)Establish mentoring programs : this encourage seasoned employees to be mentors.

5) Promote team building among employee groups to create trust and acceptance.

6) Build a supportive environment

7)Don’t be afraid to tell the truth but within boundaries of respect.

8) Address or get rid of bad managers since one bad manager can pollute multiple layers of an organization.

9)Recognize employee contribution from a supervisor of at least 2 ranks above an employee makes a meaningful engaging difference in an employee morale & loyalty

10) Use technology to manage employee engagement

11)Supervisors appreciate stationary creates motivation and build employee loyalty , since not all managers have the time to sit and compose a thank you letter to their employees.

12)Extend respect to each and everyone who is part of your organization

13)Acknowledging employee loyalty in several manners also helps to foster continued dedication to the company.

14)Find a mission that they believe in

15) Gathering complaints in addition to concerns, companies can find out if their engagement efforts make a meaningful, lasting contribution to employees.

16)Use a scale of agreement or a Likert Scale

17) Employees must feel confident and improved as if they are part of the front –line supervisors.

Show Respect

Treating with Kindness Existence of Respect and Dignity Cancelling the old fashion “Fear and

Intimidation”

Focus on a Thriving Environment Enrollment in developing program Environment of learning and developing

skills Aim for successful of each individual

within the enterprise

Offer On-Going Training

Training and continuous education Cross-trained employees Focusing on empowering employees

Provide Coaching

Tap talent of individuals Direct employee’s development Taking value of their behaviors and skills

Give FeedbackGive Feedback-Mentoring relationships

-Support groups

-Action groups

Money and Decision Making

Compensation Enrollment in decision making Leader Effectiveness in achieving such

challenges

Conclusion

Developing people is a strategic process that adds value to both the employees and the bottom line of the organization. Highly committed, highly competent people create financial rewards for the organization; organizations that develop their people and provide opportunities for growth are sought-after by high-impact performers. Great leaders know this simple formula. They understand it and strive to create an environment that supports it. And the result is success!