The talent marketplace is still hot, hot, hot. Most of the people I place are dissatisfied in some key area of their work life. Often, it’s about an inclusive culture, or lack thereof. Employees want to see companies walking the walk when it comes to Diversity Equity and Inclusion (DEI). Let’s talk about just one area – to retain employees, focus on inclusion.
Inclusion is a hot button word and has lots of definitions out there. Here is one simple definition from the Oxford dictionary:
“The practice or policy of providing equal access to opportunities and resources for people who might otherwise be excluded or marginalized, such as those who have physical or intellectual disabilities and members of other minority groups.”
What are some practical ways a manager can apply this in everyday work life?
Manager Strategies Focusing on Inclusion
- Give equal one on one training, mentoring, and coaching opportunities to each member of your team.
- Create a documented career plan for every single member of the team, so that each person has the same chance to reach his or her goals and potential.
- Ensure that every team member has access to the appropriate resources for his or her role.
- Employees should have equal access to career development resources.
- Hold formal meetings and discussions beyond performance reviews to measure performance and progress towards individual and team goals.
- Make sure compensation plans are equitable. Ensure that differences in pay for the same role or level are explained by differences in experience or skill level, job mastery, or performance.
These are just a few ideas. The key is, shift focus to retention, and to more effectively retain employees, focus on inclusion to start with, since it is one of the easier areas in which to make immediate changes.
Need more retention ideas? Book a call below or let’s connect on LinkedIn!