Finding employees is not difficult to keep good the more - could be the motto for many Companies ring. But what do companies do to keep their good employees? And which companies are particularly successful?
How does retention management work?
LinkedIn co-founder Konstantin Guericke goes unusual ways to get to know employees and business partners better: He wanders. "Special experiences while hiking or eating together welds together," says Guericke, who worked in various companies after LinkedIn and is now a partner of the Berlin venture capitalist Earlybird. “It's about building trust,” he explains his philosophy, which could be the credo of employee loyalty - and that is urgently needed in the dynamic IT and digital industry. According to a current study by Bitkom, a total of 41.000 IT specialists are lacking in Germany, with 16.500 vacancies in the ITC industry alone. But frequent fluctuation also hinders growth and innovative strength - for example through constant training or because of the bureaucratic effort. For example, companies are obliged to “archive personnel files for 10 years and keep them available at all times”, as Regina Mühlich, data protection officer at AdOrga Solutions explains.
It is therefore not only important for companies to find good employees, but also to retain them in the long term. According to a study by the Leuphana University of Lüneburg, 37% of the companies surveyed rely on financial incentives for retention management, a further 37% on improving corporate culture, and 13% each pay attention to a positive management culture and take care of work-learn-life integration. The study also shows that employees cannot be retained in the long term only through financial incentives. Those companies in which the employees personally identify strongly with their job are more successful.
From start-up to long-established family businesses
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