How Asking More Questions Builds Loyalty and Improves Retention

​Every boss and manager wants to build loyalty and improve retention rates. However, that is easier said than done. (If it wasn't, then everybody would be doing it. But they are not.)
 
However, a lot is offered to employees in the name of building loyalty and increasing retention. Those things include the following:
 

• Better salary and benefits
• Better working environment
• A more flexible schedule
• Mentoring programs
• Continuing education programs

 
While all of that is well and good, there is another strategy that can also help, one that costs much less money. That strategy, believe it or not, is asking questions.
 
Of course, we're not talking about asking any questions. We're talking about asking the right questions, which include the following four:
 
#1 - What do you need to do your job more effectively or efficiently?
 
You can never go wrong asking for feedback from employees, especially if that feedback is directly related to the work that they're doing. This question can create a win-win situation, too, since the answer they provide could eventually make them a more productive employee. So not only can you retain more employees, but you can retain more productive employees!
 
#2 - How could the organization improve the things that it's doing?
 
Once again, you're asking for feedback, which shows that you value their opinion. Employees want to feel as though they're valued. With this question, you're taking it to the next level, shifting the focus from their job to the organization at large. Once again, though, this could set up a win-win situation. That's because the answer they provide could help you to do things better, which could further improve worker productivity.
 
#3 - How can the organization help you to achieve your career goals?
 
You must show that you and the company have a vested interest in the employee, specifically their career. You may look at their job as just a job, but that doesn't mean that's the way they look at it. They view it within a broader context, and that context is their career. They want to succeed, and they want to know that you want them to succeed, as well.
 
#4 - Would you recommend employment at this organization to a friend or colleague of yours?
 
This is usually a question that's saved for an exit interview, but why save it? There's no reason to save it. Ask it now, and you might not have to ask it later. That's because you may find out something that will help you to keep this particular employee from eventually leaving in search of new employment.
 
And THAT is how you achieve higher rates of retention.
 
If you need temporary or direct employees for your workforce, Time Staffing can help! We have experience identifying and screening top-notch candidates in numerous fields for a variety of employers. Our goal is help you hire the right employee at the right time to get the right results.
 
Contact Time Staffing today to find out more about our placement services for employers!