November 7, 2011 | last updated May 16, 2012 4:35 pm

10 Things I Know About Retaining Employees

10. OPEN COMMUNICATION

Make sure you talk with your key employees. Share your ideas and encourage them to do the same. Today's technology makes communication easier, but don't overlook the importance of having a face-to-face conversation.

9. SHARE COMPANY GOALS

Be certain to share goals with your key employees. This will engage them in your effort and help them feel valued.

8. MENTOR AND COACH

Don't allow their jobs to become stale. Consistently guide key employees on the right course by inspiring them to learn and grow. Share your knowledge and experience.

7. TRAIN

Provide the correct resources and tools for success and your employees will perform at higher levels and realize you value their talent.

6. RECOGNIZE THEM

A few words, a gift or money provides staying power. Make it a point to praise, support and compensate for a job well done.

5. BE FLEXIBLE

Show you understand work-life balance. Not only will this benefit your employees, it can bring out their talent while accommodating their needs.

4. SHOW HOW THEY MATTER

Show your employees how their efforts affect business performance. Listen to their ideas and suggestions on how to improve the business.

3. SHARE FINANCIAL SUCCESS

Company success happens because of your key employees! Whether it's a financial reward or a compensation benefit, share success with your team players. Let them know their value and they will continue to be motivated to build business value.

2. EMPOWER

Give your key employees the confidence to take the initiative and improve business performance.

1. PROVIDE THE VISION

And let key employees know they're part of that vision. Once you've retained the right people, they'll feel secure and fulfilled. Then doors will begin to open for your company's and employees' future.

Bob O'Hara is a small-business consultant and founder of O'Hara & Co. PC of Chelmsford. Contact him at BOhara@oharaco.com or through www.exitplanning-edu.com.

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