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Glosarium Manajemen Sumber Daya Manusia dan Ketentuan Tunjangan Karyawan

Retensi Karyawan

Retensi karyawan mengacu pada kemampuan organisasi untuk mencegah pergantian karyawan. Ini mencakup kebijakan, praktik terbaik, dan strategi penting yang dirancang untuk mencegah talenta terbaik berhenti dari pekerjaan mereka secara sukarela atau tidak sengaja. Faktanya, ini adalah salah satu bidang fokus utama dari departemen SDM.

Setiap organisasi ingin mempertahankan karyawan terbaiknya agar bisnis berkembang, dan itulah tujuan utama di balik perancangan strategi retensi karyawan apa pun. Mereka membantu mengurangi risiko pergantian karyawan, menjaga bakat penting lebih lama.

Apa itu retensi karyawan dalam SDM?

Retensi karyawan adalah salah satu bidang fokus utama departemen SDM, dan tim inilah yang menghasilkan strategi, praktik, dan kebijakan inovatif untuk mengurangi jumlah orang yang keluar dari organisasi dengan meningkatkan kondisi keseluruhan dan proses kritis.

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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.

Dengarkan, kenali, berikan penghargaan, dan pertahankan karyawan Anda dengan perangkat lunak keterlibatan karyawan kami

Mengapa retensi karyawan penting?

Employee retention is important because it helps:
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Memastikan aliran produktivitas
Tingkat turnover yang lebih rendah
Hemat biaya perekrutan
Kurangi waktu pelatihan
Meningkatkan moral dan keterlibatan
Membangun budaya perusahaan yang positif
Meningkatkan pendapatan bisnis

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Bagaimana cara meningkatkan retensi karyawan?

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.

Berapa tingkat retensi karyawan yang baik?

Sebagai aturan praktis, tingkat retensi karyawan sebesar 90% atau lebih tinggi dianggap baik, yang berarti perusahaan harus bertujuan untuk mempertahankan tingkat turnover karyawan rata-rata setidaknya 10% atau bahkan lebih rendah.

Retensi (jumlah karyawan yang tinggal) dan omset (jumlah karyawan yang pergi) adalah dua sisi dari koin yang sama, yang merupakan KPI SDM penting.

Tingkat retensi 100% mungkin tidak dapat dicapai karena beberapa karyawan yang berhenti mungkin juga berkinerja buruk, yang hanya membuka jalan bagi talenta berkinerja tinggi untuk menghabiskan lebih sedikit waktu untuk pelatihan dan lebih terlibat.

Menurut BLS, tingkat retensi rata-rata pada tahun 2021 adalah sekitar 47,2%, tetapi tingkat individu berbeda menurut industri dan sektor. Layanan makanan, teknologi tinggi, dan bisnis ritel biasanya memiliki tingkat omset yang lebih tinggi daripada industri lain.

Tingkat turnover dan tingkat retensi ideal organisasi bergantung pada berbagai faktor. Ini termasuk:

Tingkat turnover historis
Tingkat promosi internal
Industri tempat Anda berada

Kecuali Anda tidak meluangkan waktu untuk memperhitungkan metrik ini, Anda tidak akan memiliki gambaran yang akurat tentang bagaimana bisnis Anda menangani retensi dan omsetnya.

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Apa itu strategi retensi karyawan?

Strategi retensi karyawan adalah rencana organisasi untuk mengurangi tingkat turnover, meningkatkan retensi, mencegah gesekan, dan mendorong keterlibatan.

Meskipun omset di perusahaan mana pun tidak dapat dihindari, menciptakan strategi retensi membantu mencegah pergantian sukarela sebanyak mungkin. Ini juga menghemat waktu dan biaya organisasi. Lagi pula, lebih mudah dan lebih murah untuk mengembangkan karyawan Anda saat ini daripada mempekerjakan orang baru.

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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Faktor-faktor apa yang mempengaruhi retensi karyawan?

Berikut adalah beberapa faktor kunci yang memengaruhi retensi karyawan:

Moral karyawan rendah: Kurangnya moral karyawan sangat menular. Ini dengan cepat menyebar ke orang lain dan menurunkan tingkat produktivitas mereka juga.
Tidak ada pertumbuhan karier: Tidak ada karyawan yang senang melakukan tugas lama yang sama setiap hari, terutama ketika tidak ada ruang untuk pertumbuhan atau kemajuan. Akhirnya, itu menciptakan ketidakamanan karier, memicu mereka untuk berburu peluang lain yang lebih baik.
Kurangnya pengakuan tepat waktu: Organisasi yang tidak mengakui upaya karyawan harus siap untuk melihat pemain berkinerja terbaik mereka keluar untuk peluang lain.
Hubungan yang buruk dengan manajer dan rekan kerja: Gaji yang bagus dan beberapa fasilitas tidak akan memotongnya. Karyawan menghabiskan sebagian besar waktu mereka di tempat kerja, dan hubungan bisnis yang sehat sangat penting untuk berkembang di tempat kerja. ‍
Mengabaikan kesehatan karyawan: Jika sebuah organisasi gagal menawarkan kesejahteraan yang layak, mereka tidak akan ragu untuk mencari di tempat lain.

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Apa pendorong utama retensi karyawan?

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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Keselarasan individu dan organisasi: Karyawan harus memahami tujuan perusahaan dan peran mereka dalam mencapainya. Untuk bekerja bersama-sama, sebuah perusahaan harus memiliki budaya positif dan komunikasi yang efektif yang menguraikan peran dan tujuan setiap karyawan. Ketika tujuan berbaris, keterlibatan melonjak. Karyawan yang menganut nilai-nilai inti melihat tujuan yang lebih signifikan di tempat kerja dan tinggal lebih lama.
Penghargaan dan pengakuan: Pengakuan dan penghargaan yang jujur adalah pilar inti dari strategi retensi bakat yang dinamis dan sehat. Memberikan penghargaan kepada pemain terbaik membuat mereka merasa dihargai dan membangun loyalitas terhadap organisasi.
Apresiasi tepat waktu: Hargai karyawan di depan semua orang dan tepat waktu memperkuat perilaku positif. Bahkan gerakan sederhana seperti 'terima kasih,' 'Anda telah melakukan pekerjaan dengan baik,' atau 'selamat' dapat meningkatkan moral mereka. ‍
Survei berkala: Banyak karyawan melaporkan pemutusan hubungan yang signifikan antara mereka dan atasan mereka. Pemutusan hubungan ini terlihat jelas dalam organisasi di mana HR dan manajer gagal mengetahui denyut nadi mereka atau meminta umpan balik. Untuk memahami apa yang diinginkan karyawan, tanyakan saja. Ikuti survei berkala yang mencakup semuanya—mulai dari lingkungan kerja hingga penetapan tujuan dan gaya manajemen.

Kiat Pro:

Pertahankan talenta terbaik Anda dengan menciptakan Tempat Kerja Terbaik. Dengarkan karyawan Anda, selesaikan masalah mereka, dan libatkan mereka dengan Empuls agar mereka senang, termotivasi, dan bertahan lebih lama.

Bicaralah dengan pakar keterlibatan kami hari ini!

Bagaimana cara mengukur retensi karyawan?

Retensi karyawan umumnya dinyatakan sebagai statistik di mana persentase menandakan jumlah karyawan yang lebih suka tinggal di organisasi untuk durasi yang tetap (misalnya: seperempat/setengah tahun/tahunan).

Here’s the formula to measure employee retention:

Tingkat retensi karyawan = (Total no. karyawan – Total no. karyawan yang berhenti ÷ Total no. jumlah karyawan) 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:

Retensi karyawan % = (350 - 40/350) x 100

% retensi karyawan = (0,88) x 100

% retensi karyawan = 88,57

Tingkat retensi karyawan = 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.

Survei denyut nadi karyawan:

Ini adalah survei singkat yang dapat sering dikirim untuk memeriksa pendapat karyawan Anda tentang suatu masalah dengan cepat. Survei ini terdiri dari lebih sedikit pertanyaan (tidak lebih dari 10) untuk mendapatkan informasi dengan cepat. Ini dapat diberikan secara berkala (bulanan / mingguan / triwulanan).

Pertemuan empat mata:

Mengadakan rapat berkala selama satu jam untuk obrolan informal dengan setiap anggota tim adalah cara terbaik untuk mendapatkan gambaran sebenarnya tentang apa yang terjadi dengan mereka. Karena ini adalah percakapan yang aman dan pribadi, ini membantu Anda mendapatkan detail yang lebih baik tentang suatu masalah.

eNPS:

eNPS (employee Net Promoter score) adalah salah satu cara paling sederhana namun efektif untuk menilai pendapat karyawan Anda tentang perusahaan Anda. Ini termasuk satu pertanyaan menarik yang mengukur loyalitas. Contoh pertanyaan eNPS meliputi: Seberapa besar kemungkinan Anda merekomendasikan perusahaan kami kepada orang lain? Karyawan menanggapi survei eNPS pada skala 1-10, di mana 10 menunjukkan bahwa mereka 'sangat mungkin' untuk merekomendasikan perusahaan dan 1 menandakan bahwa mereka 'sangat tidak mungkin' untuk merekomendasikannya.

Berdasarkan tanggapan, karyawan dapat ditempatkan dalam tiga kategori berbeda:

Promotor
Karyawan yang telah merespons positif atau setuju.
Pencela
Karyawan yang bereaksi negatif atau tidak setuju.
Pasif
Karyawan yang tetap netral dengan tanggapan mereka.

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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