A months-long labor shortage in the United States has increased the need for effective employee recruitment and retention practices. We recently outlined different strategies your business may use to recruit qualified applicants to your open positions. But once you hire those workers, how do you keep them on your payroll?

When businesses take their employees’ job satisfaction for granted, they set themselves up for high turnover rates—especially in a job market where workers have all the leverage and can demand higher wages, signing bonuses, and other benefits for switching to a new employer. Employee retention strategies are your best way to keep your positions filled, reduce employee turnover, and spare your business the disruption that takes place when trained, qualified workers walk out the door.

Looking for tips to keep your workers happy? Here six strategies you can use to prevent turnover and build a better workplace for all of your employees.

1. Create Awards and Honors to Recognize Employees for Their Good Work

Simple recognition can go a long way—especially with your top-performing employees. Whether you opt for an employee of the month program, an employee spotlight, or other strategies for recognition, make sure your business develops a habit of praising and acknowledging the hard work of your employees—especially when they go above and beyond the call of duty.

Employee morale can dip when workers feel their efforts aren’t seen or appreciated by business leaders. While there are many ways to show your appreciation for your workers, a structured accolade is a great way to develop that habit within your organization.

2. Showcase Current Employees Through Social and Other Online Content

Highlighting the good work done by your employees on social media—or even taking a moment to spotlight the individuals who make up your business—can achieve multiple goals for your employee retention and recruiting efforts.

First, a simple spotlight is a great way to improve employee morale by offering public praise to your workers, and giving them something they can show to their friends and family.

 But these social posts can also strengthen your company’s appearance as a quality employer. This could improve your efforts to recruit top applicants for open positions.

3. Offer Flexible Scheduling Whenever Possible

Flexible scheduling isn’t possible for every business or job position. But if your business can accommodate this flexibility—at least to a degree, and/or at least for some positions—it can become a powerful incentive for workers to stay with your business.

Flexible scheduling—including remote work options, when possible—can make it easier for workers to manage childcare, accommodate other passions or pursuits, juggle work and college classes, or adjust around personal needs and challenges without having to sacrifice income.

Be creative in exploring how flexible scheduling could even benefit your business: If you’re a home services company that typically keeps 9-to-5 hours, would your customers appreciate having service appointments available on the evenings and/or weekends? Flexible scheduling could become a valuable way for you to improve your company’s customer experience even as you give your workers the flexibility they crave.

4. Invest in Opportunities for Professional Development

Many workers leave to pursue better opportunities, including job roles that offer professional development and paths to promotion. Your business may be able to retain its employees longer by offering professional development opportunities that help them build a brighter future through their working relationship.

This professional development can come in many forms. From tuition reimbursement to employee-sponsored trainings, look for opportunities to support your workers in helping them achieve their loftiest goals. This professional development can also benefit your business by increasing the professional training and skill-sets offered by your employees.

5. Consult Employees on Operational Changes

When changes to your business operations—such as updated business hours or changes to workplace staffing—are implemented, it directly affects the work experience for your employees. Your workforce may become disenchanted with these decisions if they feel the changes are being made without consideration for how they affect your employees.

Even if you ultimately make a decision against your employees’ wishes, it can be to your company’s benefit to make sure their preferences are heard. Inform your workers of proposed changes that would affect their working environment and/or experience, and offer them channels where they can voice their perspective.

In some cases, this dialogue could help you refine those operational changes to the benefit of both your workers and your business.

6. Make Employee Check-Ins an Organizational Habit

As a business leader, it’s easy to lose track of your employee morale as you focus on the pressing issues of managing a business. But poor communication is one of the easiest ways to turn your workforce from satisfied to disgruntled and looking to leave.

Regular employee check-ins are a great way to check the pulse on your workplace culture, both on individual and team-wide levels. These meetings give workers the opportunity to voice concerns, share personal challenges they’re facing, or make suggestions to revised workplace operations that will improve morale and, ultimately, employee retention. Whether you set these check-ins on a monthly or quarterly schedule, your employee retention will be better off for the small time commitment these meetings require.

As you maintain your efforts to attract and retain quality workers for your business, don’t overlook the role of advertising in helping establish your reputation as an employer in your local community. Cox Media can help you build ad campaigns that serve both your customers and your employment recruiting and retention needs. Contact us today to learn more.