I came across this article recently on Undercover Recruiter titled,““Why Employee Retention Should Be a Talent Acquisition Responsibility“.这本书读得不错，值得一看。My takeaway was that talent acquisition professionals play a role in employee retention.他们通过设计一个良好的招聘流程来做到这一点。One that accurately reflects the culture of the organization.选择符合公司文化的候选人。Lastly,they make sure the transition from candidate to employee is a smooth one.
But let's be clear.人才招聘专业人士并不是唯一负责留住员工的人。Everyone in the organization plays a role in employee retention.让我重复一遍。Everyone has responsibility for employee retention.From the manager who coaches the employee to the co-workers who work with employee to the customers that the employee interacts with.无论员工是留在公司还是离开公司，他们都起到一定的作用。
公司现在非常关注员工保留。As they should be.Turnover is expensive both in terms of hard costs as well as the drain on morale and productivity.组织可以做一些事情来帮助每个人理解他们在员工保留中的角色。
Let managers know that employee retention is a priority.I'm not suggesting that there won't be times when an employee leaving isn't a good thing.Sometimes employees should leave the organization because they aren't the right fit.Or they want experiences that the company can't provide.但有时员工会离开，这本可以避免的。
利用留院面试了解员工的想法.留面试are designed to help organizations identify what makes employees stay with the company.This information can be useful in recruitment marketing.它还可以防止组织做出员工可能离开公司的改变（比如对受欢迎的员工福利进行重大改革）。
Create buddy and mentor programs to encourage peer-to-peer relationships.许多组织注重于管理者与其团队建立关系，这是至关重要的。But how much time is spent on developing team relationships.有时员工希望有人与之交谈，但不是管理人员或人力资源人员。Give them a way toform internal networks这将帮助他们度过困难时期。
培训和授权员工解决客户问题.我在本文前面提到了客户在员工保留中扮演的角色。教育客户和设定期望很重要。And sometimes companies create policies and procedures that infuriate customers.Employees get the brunt of that anger.在某个时刻，员工可能会说，“嘿-我再也受不了了。The company doesn't care about its customers.我会去别的地方。”“
认识到辞职并不是工作关系的终结.I know this article is all about retaining employees but keep in mind that,当员工离开时……他们可以回来。前提是公司有定义的离职流程that allows individuals to exit with respect.失业率处于历史低点，与以前的员工重新接触是一种必然的可能性，even if its' just for freelancing or contract assignments.
关于如何提高员工忠诚度的讨论还在继续。我们花费大量时间关注敬业度和员工价值主张。每个人都需要共同努力，才能创造出一个员工希望成为其中一员的工作场所，并成为其中一员。问问你自己，“What can I do to help employee retention in the organization?““
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