Glosario Empuls

Glosario de términos de gestión de recursos humanos y beneficios para los empleados

Retención de empleados

La retención de empleados se refiere a la capacidad de una organización para evitar la rotación de personal. Incluye políticas, mejores prácticas y estrategias críticas diseñadas para evitar que los mejores talentos abandonen sus puestos de trabajo voluntaria o involuntariamente. De hecho, es una de las principales áreas de interés del departamento de RRHH.

Todas las organizaciones quieren retener a sus mejores empleados para que la empresa prospere, y ese es el principal objetivo del diseño de cualquier estrategia de retención de empleados. Ayudan a mitigar los riesgos de la rotación de empleados, manteniendo el talento crítico durante más tiempo.

¿Qué es la retención de empleados en RRHH?

La retención de los empleados es una de las principales áreas de interés del departamento de RRHH, y es este equipo el que propone estrategias, prácticas y políticas innovadoras para reducir el número de personas que abandonan una organización mejorando las condiciones generales y los procesos críticos.

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What are the ways to increase employee retention?

Here are some effective strategies to boost employee retention:
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Create a positive work culture: Foster a supportive, inclusive, and respectful environment where employees feel valued and appreciated.

Open communication: Encourage open dialogue, feedback, and transparency between employees and management.

Work-life balance: Promote a healthy work-life balance through flexible work arrangements, time-off policies, and wellness programs.

Employee recognition: Implement a robust recognition program to appreciate employees' contributions and achievements.

Career pathing: Provide clear career progression opportunities and development plans for employees.

Training and development: Offer continuous learning and skill-building programs to enhance employee capabilities.

Mentorship and coaching: Establish mentorship programs to guide and support employees in their career growth.

Fair compensation: Ensure competitive salaries and compensation packages aligned with industry standards.

Comprehensive benefits: Provide a comprehensive benefits package including healthcare, retirement plans, and other perks.

Employee assistance programs: Offer programs to support employee well-being, such as counseling, financial planning, and health resources.

Meaningful work: Align employees' work with the company's mission and values to create a sense of purpose.

Employee involvement: Encourage employee participation in decision-making and problem-solving processes.

Team building: Foster collaboration and teamwork through team-building activities and cross-functional projects.

Comprehensive onboarding: Create a structured onboarding process to help new employees feel welcomed and integrated.

Exit interviews: Conduct exit interviews to gather feedback and identify areas for improvement in employee retention.

Leadership training: Invest in leadership development programs to equip managers with the skills to retain talent.

Performance management: Implement effective performance management systems to provide regular feedback and support employee growth.

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¿Por qué es importante la retención de los empleados?

Employee retention is important because it helps:
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Garantizar el flujo de productividad
Menores tasas de rotación
Ahorre en costes de contratación
Reducir el tiempo de formación
Mejorar la moral y el compromiso
Construir una cultura empresarial positiva
Aumentar los ingresos de la empresa

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¿Cómo mejorar la retención de los empleados?

Here are some effective strategies to improve employee retention
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‍Develop a positive company culture: A good company culture is crucial for retaining employees. Nearly two-thirds of employees cite a positive culture as a main reason for staying at their jobs. Implementing quality retention strategies can contribute to developing a great company culture that makes employees want to stay for the long term.
‍Offer compensation and benefits: It's essential for companies to pay employees competitive salaries and to regularly evaluate and adjust compensation levels. Even if raises aren't possible, consider providing other forms of compensation like bonuses. Improving health care benefits and retirement plans can also significantly boost employee job satisfaction and desire to stay. ‍
Provide flexibility and work-life balance: Employees feeling overwhelmed by excessive work demands and unrealistic expectations can lead to burnout. Implementing flexible work arrangements like remote work options and promoting a healthy work-life balance can go a long way in improving retention. As remote work becomes more common, providing this flexibility is increasingly important.
‍‍‍Increase employee engagement: High engagement reduces turnover, boosts productivity, and improves overall work performance. Investing in a positive company culture fuels employee engagement and retention. Conduct employee surveys to get honest feedback on the work environment, management, and more - and act based on the insights.
‍Offer career growth and development opportunities: Investing in employees' career growth through enhanced tuition assistance, training programs, and clear advancement paths can significantly contribute to retention.
‍Recognize achievements and provide feedback: Managers who consistently recognize employees' accomplishments can improve confidence, engagement, and trust - all leading to better retention. Implement a culture of recognition and provide open feedback channels so employees understand their performance and areas for improvement.
‍Communicate transparently: Transparency about company performance, areas for improvement, employee impact, and more can drastically increase retention and loyalty when done correctly. Ensure employees clearly understand what is expected of them and maintain open lines of communication.
‍Support mental health and wellness: Access to mental health benefits and wellness offerings can significantly impact retention. 42% of employees say they're more likely to stay if they have these resources. Perks like gym memberships, meditation apps, stress management programs and more show employees their wellbeing is prioritized.

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What are the best employee retention ideas?

Here are some of the best employee retention ideas that companies can consider implementing:
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Open communication: Encourage open communication between employees, managers, and leaders. When employees feel comfortable expressing their concerns and ideas to managers and leaders, these issues can be proactively addressed rather than building up and snowballing. ‍
Feedback and ideas: Encourage all employees, not just star players, to contribute ideas and solutions. Promote teamwork by creating opportunities for collaboration, accommodating individuals' work styles, and giving everyone the latitude to make decisions and course corrections if needed.
‍Remote work options: Offering flexible work-from-home options may be an incentive to keep the best employees with your company for the long run. Studies show that businesses offering more flexible work options maintain significantly better worker retention. ‍
Flexible schedules: Implementing flexible work arrangements can contribute to improving retention, which is one of the best employee retention ideas. Employees feeling overwhelmed by excessive work demands and unrealistic expectations can lead to burnout. Providing flexibility and promoting a healthy work-life balance can go a long way in improving retention. ‍
Employee recognition programs: Regularly recognizing and rewarding employees for their hard work, accomplishments, and contributions is a powerful way to boost morale, engagement, and retention.
‍Positive feedback: Strive to give more positive feedback to employees whenever possible. High-performing teams average nearly six positive comments to every negative one, according to a study by Harvard Business Review. ‍
Mentorship programs: Implement mentorship and peer-matching programs. It's less intimidating for a peer to guide employees rather than being micromanaged and hand-held by their manager to learn a new tool. Learning becomes more effective, and there's typically more trust in the peer-to-peer relationship. ‍
Career reflection: Companies that reward top performers with sabbaticals allow them to reflect on their careers and come up with new ideas. Organizations must implement this as one of their employee retention ideas. This shows them how much the organization treasures their continued contributions and cares about their personal aspirations.
‍Employee involvement: Hold town hall sessions or small group discussions about how to improve customer experience, and act on employees' ideas. This can help employees feel they are directly impacting the lives of others, which can contribute to higher retention rates. ‍
Transparency and trust: A well-established, well-executed employee retention strategy is a key competitive differentiator. Establishing policies and programs aimed at reducing employee turnover can help build trust and establish an engaged workforce.

¿Qué es una buena tasa de retención de empleados?

Como regla general, una tasa de retención de empleados del 90% o superior se considera buena, lo que significa que una empresa debe tratar de mantener su tasa media de rotación de empleados al menos en un 10% o incluso menos.

La retención (número de empleados que se quedan) y la rotación (número de empleados que se van) son dos caras de la misma moneda, que son KPIs cruciales de RRHH.

Una tasa de retención del 100% puede no ser alcanzable porque algunos empleados que renuncian pueden ser también de bajo rendimiento, lo que sólo allana el camino para que los talentos de alto rendimiento dediquen menos tiempo a la formación y estén más comprometidos.

Según el BLS, la tasa media de retención en 2021 fue de alrededor del 47,2%, pero la tasa individual difiere según la industria y el sector. Los servicios de alimentación, la alta tecnología y el comercio minorista suelen tener tasas de rotación más altas que otros sectores.

La tasa de rotación y retención ideal de una organización depende de varios factores. Entre ellos, su:

Tasa de rotación histórica
Tasa de promoción interna
El sector al que pertenece

A menos que no se tome el tiempo de tener en cuenta estas métricas, no tendrá una imagen precisa de cómo su negocio maneja su retención y rotación.

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¿Qué es una estrategia de retención de empleados?

Una estrategia de retención de empleados es el plan de una organización para reducir las tasas de rotación, aumentar la retención, evitar el desgaste y fomentar el compromiso.

Aunque la rotación de personal en cualquier empresa es inevitable, la creación de una estrategia de retención ayuda a prevenir la rotación voluntaria en la medida de lo posible. También ahorra tiempo y costes a la organización. Al fin y al cabo, es más fácil y menos costoso desarrollar a los empleados actuales que contratar a gente nueva.

What are the best practices for improving employee relations?

When employees feel valued, respected, and supported, they are more likely to be engaged, productive, and committed to the company's success. Here are some key employee relations strategies to cultivate a positive work environment:
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Create an environment of trust and respect: Foster an atmosphere where employees feel comfortable expressing themselves, voicing concerns, and offering ideas. This builds trust and fosters a sense of psychological safety, which is crucial for open communication and collaboration.
Encourage open communication: Maintain clear and consistent communication channels that flow both upwards and downwards. Encourage employee feedback through surveys, focus groups, or one-on-one meetings. Regularly share company news, updates, and goals to keep employees informed and engaged.
Invest in employee development: Provide opportunities for career development through training programs, mentorship initiatives, and tuition reimbursement. By helping employees develop their skills and knowledge, you demonstrate a commitment to their growth and future within the company.
Recognize and reward achievements: Publicly acknowledge and appreciate employee contributions, big and small. Employee recognition programs can boost morale and motivate employees to continue exceeding expectations.
Promote work-life balance: Offer flexible working arrangements, such as remote work options, flexible hours, or compressed workweeks, to help employees manage their personal and professional responsibilities. This demonstrates a commitment to employee well-being and helps reduce stress.
Empower employees: Give employees ownership over their work and decision-making processes. This fosters a sense of autonomy and accountability, leading to increased engagement and job satisfaction.
Foster a culture of collaboration: Create opportunities for teamwork and collaboration across departments. This not only improves communication and problem-solving but also builds stronger relationships among team members.
Promote diversity and inclusion: Cultivate a workplace that values and embraces diversity in all its forms. This fosters a sense of belonging and ensures everyone feels respected and valued for their unique contributions.

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¿Qué factores afectan a la retención de los empleados?

Estos son algunos de los factores clave que afectan a la retención de los empleados:

Baja moral de los empleados: La falta de moral de los empleados es muy contagiosa. Se contagia rápidamente a los demás y reduce también sus niveles de productividad.
No hay crecimiento profesional: A ningún empleado le gusta hacer las mismas tareas todos los días, especialmente cuando no hay posibilidades de crecimiento o progreso. A la larga, esto crea inseguridades en la carrera, lo que les lleva a buscar otras oportunidades mejores.
Falta de reconocimiento oportuno: Las organizaciones que no reconocen los esfuerzos de los empleados deben estar preparadas para ver cómo sus mejores empleados se marchan en busca de otras oportunidades.
Malas relaciones con los jefes y los compañeros: Un buen sueldo y unas cuantas ventajas no bastan. Los empleados pasan la mayor parte de su tiempo en el trabajo, y una relación empresarial saludable es crucial para prosperar en un lugar de trabajo.
Ignorar el bienestar de los empleados: Si una organización no ofrece un bienestar adecuado, no dudarán en buscar en otra parte.

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¿Cuáles son los principales factores de retención de los empleados?

You can't tie employees down. So, how to fix your turnover numbers? If that's what you're struggling with, then try focusing on these key drivers:
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Alineación individual y organizativa: Los empleados deben entender los objetivos de la empresa y su papel en la consecución de los mismos. Para trabajar en conjunto, una empresa debe tener una cultura positiva y una comunicación eficaz que describa las funciones y los objetivos de cada empleado. Cuando los objetivos están alineados, el compromiso se dispara. Los empleados que adoptan los valores fundamentales ven un propósito más significativo en el trabajo y se quedan más tiempo.
Recompensas y reconocimiento: El reconocimiento y las recompensas honestas son los pilares fundamentales de una estrategia de retención de talento dinámica y saludable. Premiar a los trabajadores con mejor rendimiento hace que se sientan valorados y crea lealtad hacia la organización.
Apreciación oportuna: Apreciar a los empleados delante de todos y a tiempo refuerza los comportamientos positivos. Incluso gestos sencillos como "gracias", "has hecho un gran trabajo" o "felicidades" pueden elevar su moral.
Encuestas periódicas: Muchos empleados afirman que existe una importante desconexión entre ellos y sus superiores. Esta desconexión es evidente en las organizaciones en las que los responsables de RRHH y los directivos no conocen su pulso ni piden su opinión. Para entender lo que quieren los empleados, basta con preguntar. Realice encuestas periódicas que abarquen todo, desde el entorno de trabajo hasta la fijación de objetivos y los estilos de dirección.

Consejo profesional:

Retenga a sus mejores talentos creando el mejor lugar para trabajar. Escuche a sus empleados, resuelva sus dudas y comprométalos con Empuls para que estén contentos, motivados y se queden más tiempo.

Hable con nuestro experto en compromisos hoy mismo.

¿Cómo medir la retención de los empleados?

La retención de empleados se expresa generalmente como una estadística en la que el porcentaje significa el número de empleados que prefieren permanecer en una organización durante una duración determinada (por ejemplo: un trimestre/medio año/un año).

Here’s the formula to measure employee retention:

Tasa de retención de empleados = (Nº total de empleados - Nº total de empleados que renuncian ÷ Nº total de empleados) X 100

Example: Assuming that you have 350 employees in your organization with 40 employees quitting every year on average, then your employee rate will be the below:

Porcentaje de retención de empleados = (350 - 40 / 350) x 100

Porcentaje de retención de empleados = (0,88) x 100

Porcentaje de retención de los empleados = 88,57

Tasa de retención de empleados = 88,57%

What are the best practices for improving employee retention?

The best practices for improving employee retention are
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Salary and bonuses: Ensure that your compensation packages are competitive within your industry and region. Consider regular salary reviews and performance-based bonuses.
Benefits: Offer comprehensive benefits packages that include health insurance, retirement plans, paid time off, and other perks like gym memberships or childcare support.
Training and education: Provide ongoing training and professional development opportunities. This can include workshops, online courses, and tuition reimbursement programs.
Career pathing: Create clear career paths and progression opportunities within the organization. Help employees understand how they can advance their careers.
Flexible work arrangements: Offer flexible working hours, remote work options, and compressed work weeks. This helps employees manage their personal and professional lives better.
Encourage time Off: Promote the importance of taking vacations and breaks to prevent burnout.
Inclusivity and diversity: Foster an inclusive environment where diversity is celebrated. Ensure that all employees feel valued and respected.
Employee recognition: Implement programs to recognize and reward employees’ hard work and achievements. This can include formal awards, shout-outs in meetings, or appreciation events.
Training for managers: Ensure managers are well-trained in leadership skills, including communication, conflict resolution, and team building.
Regular feedback: Encourage managers to provide regular, constructive feedback and to hold one-on-one meetings with team members to discuss their progress and any concerns.
Involvement in decision-making: Involve employees in decision-making processes, especially those that affect their work. This can increase their sense of ownership and commitment.
Team building activities: Organize regular team-building activities to strengthen relationships and improve collaboration.
Physical workspace: Create a comfortable and safe physical workspace. This includes ergonomic furniture, sufficient lighting, and a clean environment.
Mental health support: Provide resources and support for mental health, such as counseling services, mental health days, and stress management programs.
Transparency: Maintain open lines of communication between management and staff. Share company news, changes, and updates regularly.
Feedback mechanisms: Establish channels for employees to provide feedback anonymously if needed. This can help identify issues before they lead to turnover.
Comprehensive onboarding: Develop a thorough onboarding process to help new hires integrate into the company culture and understand their roles.
Mentorship programs: Pair new employees with mentors to guide them through their initial period at the company.
Employee surveys: Conduct regular employee satisfaction and engagement surveys to gauge how employees feel about their work and the company.
Data-driven decisions: Use the data collected from surveys and other feedback mechanisms to make informed decisions about changes and improvements.

Encuestas sobre el pulso de los empleados:

Se trata de encuestas cortas que pueden enviarse con frecuencia para comprobar rápidamente lo que piensan sus empleados sobre un tema. La encuesta consta de menos preguntas (no más de 10) para obtener la información rápidamente. Pueden administrarse a intervalos regulares (mensual/semanal/trimestral).

Reuniones individuales:

Celebrar reuniones periódicas de una hora de duración para mantener una charla informal con cada uno de los miembros del equipo es una forma excelente de hacerse una idea real de lo que ocurre con ellos. Al ser una conversación segura y privada, te ayuda a obtener mejores detalles sobre un asunto.

eNPS:

El eNPS (employee Net Promoter score) es una de las formas más sencillas pero eficaces de evaluar la opinión de sus empleados sobre su empresa. Incluye una pregunta intrigante que mide la lealtad. Un ejemplo de las preguntas del eNPS son ¿Qué probabilidad hay de que recomiende nuestra empresa a otras personas? Los empleados responden a la encuesta eNPS en una escala del 1 al 10, donde el 10 denota que es "muy probable" que recomienden la empresa y el 1 significa que es "muy poco probable" que la recomienden.

En función de las respuestas, los empleados pueden clasificarse en tres categorías diferentes:

Promotores
Empleados que han respondido positivamente o están de acuerdo.
Detractores
Empleados que han reaccionado negativamente o no están de acuerdo.
Pasivos
Empleados que se han mantenido neutrales con sus respuestas.

What are the best practices employee retention strategies?

In today's competitive job market, retaining your best employees is crucial for organizational success. Here are some of the most effective employee retention strategies to keep your top talent engaged and satisfied:
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Competitive compensation and benefits: Offer a compensation package that is competitive with the market rate for similar positions in your industry and location. This includes a fair base salary, comprehensive benefits package (health insurance, paid time off, retirement plans), and potential for bonuses or profit sharing. Competitive compensation demonstrates your value for your employees and helps attract and retain top talent.
Invest in employee well-being: Prioritize employee well-being by offering programs and initiatives that support their physical and mental health. This could include health and wellness programs, on-site fitness facilities, employee assistance programs (EAPs), and flexible work arrangements to promote work-life balance. By investing in employee well-being, you create a healthier and happier workforce, reducing burnout and absenteeism.
Foster a culture of recognition and appreciation: Publicly acknowledge and appreciate employee contributions. Implement employee recognition programs that celebrate achievements, both big and small. This can take the form of verbal praise, peer-to-peer recognition awards, or bonus structures tied to performance. Recognition motivates employees, reinforces positive behaviors, and demonstrates that their hard work is valued.
Provide opportunities for growth and development: Invest in employee development by offering opportunities for learning and skill-building. This could include training programs, mentorship initiatives, tuition reimbursement programs, or participation in conferences and workshops. By helping employees develop their skills and knowledge, you not only improve their performance but also keep them engaged and interested in staying with the company.
Create a positive and supportive work environment: Cultivate a work environment that is positive, supportive, and respectful. This includes promoting open communication, encouraging teamwork and collaboration, and fostering a sense of belonging. Employees who feel valued, respected, and supported by their colleagues and managers are more likely to be engaged and satisfied in their roles.

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What are the different employee retention programs?

Here are some of the most effective employee retention programs companies can implement:
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‍Employee recognition programs: Regularly recognizing and rewarding employees for their hard work, accomplishments, and contributions constitutes an employee retention program, helping boost morale, engagement and retention. This could include: peer-to-peer recognition systems, spot bonuses or gift cards, employee of the month awards, and milestone celebrations for work anniversaries.
‍Learning and development employee retention programs: Providing opportunities for employees to grow their skills, gain new knowledge, and advance their careers within the company is crucial for retention. Consider offering: tuition reimbursement for job-related education, in-house training sessions and workshops.
‍Health and wellness employee retention programs: Showing employees that their physical, mental and emotional wellbeing is a top priority can increase loyalty and retention. Popular wellness perks include: Gym membership discounts or on-site fitness facilities, stress management and resilience training, healthy snacks and meals in the office, smoking cessation and weight loss programs, and employee assistance programs for mental health support.

What are the 4 pillars of employee retention?

By focusing on these four crucial pillars, you can create a work environment that fosters positive employee relationships and helps retain top talent:
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Employee engagement: When employees are engaged, they are invested in their work and the company's success. This translates to higher productivity, innovation, and customer satisfaction.
Employee experience: The entire employee journey, from onboarding to exit, should be positive and enriching. This includes providing clear communication, growth opportunities, and a supportive work environment.
Employee well-being: Organizations that prioritize employee well-being see a significant return on investment. This includes offering competitive benefits packages, promoting work-life balance, and fostering a healthy work environment.
Employee development: Investing in employee development shows a commitment to their future within the company. Providing opportunities for learning and growth keeps employees motivated and engaged.

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