Do employees feel as if they are advancing in their careers? Are they growing, developing and improving themselves?
Are employees getting frequent and regular informal feedback on performance in addition to an annual performance evaluation?
Does the employee have a good relationship with his/her immediate supervisor?
Does the organization have strong values, a compelling vision, and inspirational leadership?
An organization must be proactive in regards to negativity. Do you foresee a major change in your business that could be perceived as negative? Ask employees for their input before implementing new programs or making major changes. Form an employee committee to come up with suggestions for implementation or dealing with a situation in a manner that will be seen more positively.
Since often employees do not share their opinions with supervisors, it is important to give them an opportunity to provide feedback. Try to obtain feedback from current employees so you can make appropriate changes to aid in retention.
Constantly ask how you are doing in your employees’ eyes. It can be difficult for managers to request employee feedback and it can be equally, if not more, challenging for an employee to give the person who evaluates them an honest response. To get strong at this skill and to model it for employees is important. Begin dialogs with employees using conversation starters such as:
It's one of my goals to constantly improve myself as a manager. What would you like to see me do differently?
What could I be doing to make your job easier?
Do you need anything else from me as a manager?
Do you have everything you need to be as competent as you can be?
Be sure to accept feedback graciously and to express appreciation, just as you expect your employees to do. It is often said that people leave managers, not jobs. Asking these questions will enable you to find out what works best with a particular employee and work with them as an individual.