Finding and keeping good team members is often the highest priority among small businesses and nonprofits. The 2019 pandemic caused a major disruption in the workforce, forcing employees to evaluate their jobs, priorities, income, and health-related needs.

Now, many of those who left the workforce are beginning to return and if you’re lucky enough to have hired a well-qualified, dedicated team member, you’ll want to keep them as long as possible.

It’s a major misconception that money is the primary motivator for all employees. While everyone wants to earn what they are worth and feel valued, there are many factors beyond compensation to help reduce turnover and retain good team members.

Let’s take a look at six ideas to start:

Provide Leadership Training

For a company to be successful, it needs strong leaders who can provide clear direction and inspire others to do their best work. Leaders also need to communicate effectively with their employees, build relationships of trust, and resolve conflict.

While some people appear to be naturally gifted with these skills, leadership training can help employees of all levels develop the abilities they need to be successful leaders. If you want to provide leadership training to your employees, read more here on how to get started.

Many types of leadership training are available, but some common topics include communication, team building, and conflict resolution. By teaching team members how to be effective leaders, you will help them to understand their roles within the company better and give them the skills they need to motivate and inspire those around them. 

Encourage Them to Be Lifelong Learners

Lifelong learning is essential for employees to keep up with the ever-changing workplace landscape. Technology is always advancing, and new methods and processes are constantly evolving.

For your employees to stay ahead of the curve, provide opportunities to learn new things by taking courses, attending seminars, or reading industry-related books and articles. You can also create a learning environment in your workplace by encouraging employees to share their knowledge with others. Encourage open discussion and brainstorming sessions where employees can share new ideas and learn from each other. When you create a learning culture, you'll ensure that your employees continually grow and evolve along with the business.

Foster a Positive Attitude

A positive attitude is contagious. Employees with a positive outlook can be infectious and result in a more productive workplace. Foster a positive attitude in your employees by leading by example.

You can encourage positivity by offering praise and recognition for a job well done, hitting small milestones, or recognizing team members who go above and beyond. When employees feel appreciated, they are more likely to be positive. You can also create a positive environment by promoting open communication and collaboration. These activities will help employees feel connected to each other and the business.

Hold Them Accountable

Accountability is key to ensuring that employees meet expectations and reach their goals. Employees need to know that others are impacted by their progress and hold them accountable for their performance.

One way to do this is to set clear expectations from the start. When employees know what you expect, they are more likely to meet those expectations. You can also hold employees accountable by giving them regular feedback on their performance. This feedback should be positive and constructive so that employees know what they're doing well and what areas need improvement.

Encourage Them to Take Risks

Innovation and creativity often come from taking risks. If you want your employees to think outside the box, encourage them to take it. This strategy doesn't mean you should let them do whatever they want without consequences. But it does mean that you should create an environment where employees feel comfortable taking risks.

Low-risk activities might involve letting them experiment with new ideas, methods, or processes. It could also mean giving them the freedom to fail. By encouraging employees to take risks, you'll create an environment where innovation and creativity can flourish.

Reward Their Progress

Employees who feel they are making progress will be more motivated to continue working hard. Incentives are a great way to reward progress. If you see an employee going above and beyond, offer them a monetary bonus (where budget allows) or another form of recognition that's meaningful to them. 

This small but important gesture will let them know that their extra effort is not going unnoticed. Showing employee appreciation is another excellent way to reward progress. A simple "thank you" can go a long way in making an employee feel valued. You can also show your appreciation by giving employees more responsibility or opportunities for growth. It will let them know that you trust their abilities and believe they have what it takes to succeed.

Offer Mentorship Programs

Mentorship programs are a great way to help employees grow and develop in their careers. By pairing up employees with more experienced mentors, they can learn from those who have been in the industry for longer.

Mentors can share their knowledge and experience with mentees and help them navigate workplace challenges. Mentorship programs can also help employees build meaningful relationships and networks. These connections can be valuable both professionally and personally.

Final Thoughts

Take some time to evaluate what your small business can do to implement these ideas and don’t forget to talk to your team members, as well. When company decisions are made in tandem with employee input, the results are often more impactful and more effective.

If you have a team, what actions do you take consistently to encourage them and reward them? Or, what strategies have you found to be most effective in reducing turnover? Leave a comment below and let us know!

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