Employees are the lifeblood of any company. Without employees, companies would not function properly. Companies would directly go bankrupt if they will lose all their employees, not necessarily at the same moment, but at a gradual rate. Even if companies regularly swap employees, it will not bode well for their long-term sustainability as a high turnover rate (also known as attrition rate) is never a good thing for any company.
Human resource personnel is usually the individuals in charge of motivating employees while also convincing them to stay and work for the company long-term even if the company has its own internal and external issues. Let us be honest: no company is perfect and they all have their issues (i.e. operational, financial plan, or human resource, etc.) but the best ones still retain their position in the market and still produce high-quality products despite their ongoing issues. Of course, motivation and encouragement also still need to come from top management as they are the ones who are making the overall decisions and policies of the company.
One of the main responsibilities of human resource is to retain productive employees. They do not only interview and hire new employees, but also make sure the employees they hire do not go looking for another opportunity one month or three months into their current jobs. If you are in human resource or even in management, here are some tips on how to write employee 30-90 day retention questions.
Unfortunately, there are new employees, even when they just got hired, who already start looking at the future possibility of working in another company. They already have a pre-determined time period on when they will work for the company. This is bad for the human resource as they do not want to hire employees who are already looking ahead even though they have not yet experienced the difficult aspects of their work.
You should regularly meet with your employees, in either formal or informal setting, so that you can ask them about the status of their sample employment. But, before you talk to them, you first need to formulate the questions. You definitely do not want to drive away your employees and assist them in making up their minds that they do not want to work for your company anymore. Here are some tips on how to formulate retention questions.
Questions that focus on the employee’s strengths and skills like, “What are your skills which we have not discussed in the interview?” or “How do your skills help the overall productivity of your team?” help with enhancing the employee’s motivation and gives him a purpose in the company. If the employee feels like he is doing something which aids the overall performance of the company, more likely he will stick around for a longer period.
There is always room for improvement for every employee, especially when he or she is still starting out. One of the more specific yet encouraging questions you can ask your employee are questions about how they can improve their work. Every employee wants to contribute, even if they are still new to the company, but most of the time, they do not get the opportunity to showcase what they can really do. It is up to you to ask those questions so that your employees will feel motivated and also to avoid redundancy in the current workload. You may also like human resource policies.
Questions like, “Are you happy working in this company?” or “Is the salary enough for your daily expenses sheet?” should be avoided at all costs. In the first place, you already discussed with the employee during his interview about his salary package, so there is no need to ask the same questions again unless the employee is up for a salary raise. Also, asking the employee if he is happy working for the company might give him a hint that there are serious problems within the company like unprofessional employees or unsafe working conditions. Keep your employees not only motivated but also welcomed so that they can offer their commitment. You may also like HR Guidelines.