We often realize the value of something when we lose it. The same applies to organizations when exceptional employees, who have spent the majority of their time building the company, decide to resign. This forces the company to embark on a costly recruitment mission. The recruitment process costs the organization money and time.
But what really drives employees to resign or leave an Organization? A great percentage don’t quit because they found new opportunities in the market but due to poor workplace conditions and dissatisfaction with management. Chapter 4, article 41 of the Kenyan constitution states that every employee has a right to fair labour practices and specifically the right to a reasonable working environment. The honours are therefore on the company’s HR team and the managers to implement practical actions in order to retain talent.
Below are some key practices that managers and HRM can adopt to create a suitable environment for the employees.


First impressions have lasting effects! Onboarding gives a new hire the opportunity to see the organization intimately for the first time. It is therefore important for this process to set a good lasting impression on the employee.
Organizations need to come up with a comprehensive Onboarding program that is about integrating new employees into the company culture as well as assisting them to understand their role. It should not just be a tick-box process.
The new hire should feel valued and the perception that they were eagerly being waited for. They should not feel as though they are a burden; or worse be overwhelmed with overdue projects as soon as they take a seat at their new work area.
The onboarding process, if not done right, may present an opportunity for competitors to poach employees who may have doubts about the organization in general and their role.

Consistent Wellness Checks

COVID-19 has forced organizations to have their employees work remotely where possible. Remote working has its own challenges where colleagues no longer have physical interactions. Managers and HR teams therefore need to work even harder to ensure that not only is their headcount right but also their teams ‘heart-count’. Scheduling regular check-ups on their employees, to not only follow up on performance and numbers but also to perform wellness checks. This shows the employees that the organization cares and values their contribution and wellbeing.


A paycheck isn’t enough to repay your employee’s effort. This is something that the Novel CORONAVIRUS has taught organizations and especially the MSMEs. What happens when you are unable to do the annual salary increments? or bonuses?
A SIMPLE THANK YOU, goes a long way. A simple appreciation message on a sticky note or an email or posting them on the organization’s social media walls as champions of the organization makes the employee feel valued and treasured by the organization.
For an elaborate discussion of these important reasons and more we are hosting an SME Employers breakfast roundtable on the 14th October at Java House, Garden City where 25 SME business owners and our I-manage human resource experts will discuss Employee Retention strategies for small business owners.
Book your spot here


One comment

  • Right here is the perfect site for anyone who wishes to understand this topic. You understand so much its almost hard to argue with you (not that I personally would want toÖHaHa). You definitely put a new spin on a subject thats been written about for many years. Great stuff, just great!


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