How can you improve employee loyalty?

Like all companies, you are probably focusing on building employee loyalty. This major issue is synonymous with productivity and growth for your company. Doing so goes beyond simply retaining employees; it means being part of a global strategy aimed at creating a working environment conducive to employee fulfilment. It means you don't have to deal with high staff turnover, which can be costly and disruptive. Having a stable, motivated team contributes directly to the performance and longevity of your organisation. 

In an environment where 'career zapping' is increasingly common, it is imperative to implement an effective strategy to retain your talent over the long term. Here are a few tried-and-tested approaches to retaining your staff.

Creating a positive working environment

So what can you do? The prerequisite for improving employee satisfaction is to offer them optimal working conditions. This starts with designing a well-designed, ergonomic and safe workspace. You should also ensure that the tools and equipment provided are modern and adapted to the needs of your teams. Employees are inclined to stay in a company where they feel good, understood and valued. To create a pleasant environment, you need to consider a number of aspects:

What can you do to build employee loyalty?

Your message as an employer must be in line with the missions and values that the company promotes. Your employees need to know clearly what their mission is, why they are there and what the organisation expects of them. This clarity starts at recruitment and continues throughout their career, with structured annual interviews to check that objectives and achievements are consistent. An idea for attracting the best talent? Organising a professional job dating day in an exceptional location is a great way for your company to make its case.

How do you manage in an agile way?

Make sure you put in place an understanding and agile management style that is capable of adapting to employees' professional and personal needs. This means establishing close relationships between managers and their teams to foster a supportive environment. These relationships of trust are based on active listening, the possibility of flexible working hours, initiatives to promote well-being and relaxation activities. Every proposal must be seen as an advantage to create a calm and productive working environment.

How do you promote your corporate culture?

Younger generations are particularly sensitive to the social and environmental commitment of companies. Corporate culture must reflect positive values and be in tune with your employees' expectations. Employers who value respect, innovation and social inclusion motivate their employees to get more involved. Give them opportunities to feel involved in projects that have meaning and a positive impact. How can you do this? Through concrete actions, such as days of solidarity or environmental initiatives.

Offering opportunities for professional development

Recognising and valuing the skills of talented people is the best way to retain them. They want to know that they can progress and develop within the company. By recognising your employees' expertise in the same way as management, you will be able to retain valuable know-how. Here's how you can generate professional development opportunities:

Why follow a continuous training plan?

It's very important that you set up a continuous training plan or organise training workshops. This enables your employees to develop their skills and keep up to date with developments in their sector. Offering regular training courses tailored to the company's challenges and the aspirations of its employees strengthens their sense of belonging and their motivation.

Should you focus on internal mobility?

You know who your company's current employees are, but when it comes to new hires, you never really know who you're recruiting. In other words, it's in your interest to retain your existing talent rather than having to find new talent. To do this, you have two effective tools at your disposal: putting in place clear career plans and offering opportunities for intra-company mobility. In this way, the staff concerned can see their future taking shape within the company. They know that they will be able to change jobs or departments without leaving the company or the group. Don't hesitate to organise internal mobility forums where the different parts of the company can meet and discuss the opportunities available. It's an excellent practice!

Why recognise the expertise of talented people?

You should also recognise and promote the specific skills of your employees. Offering career paths that value both technical knowledge and managerial skills can help retain experts who are essential to the smooth running of the company. This can take the form of promotions, special projects or simply formal recognition of their value and contribution.

Introduce attractive benefits and rewards

Use tangible tools such as benefits and rewards as part of your employee loyalty strategy. They can take many forms and must be well thought out to meet employees' expectations

What remuneration policy should you adopt?

Competitive remuneration and attractive benefits are key factors in retaining staff. In addition to the basic salary, regular reviews and performance-based bonuses are important incentives. Your HR department needs to remain alert to market pressures and adjust salaries regularly to maintain a sense of recognition among your employees. Also consider using profit-sharing schemes and company savings plans to increase employee satisfaction.

Why organise corporate events?

Organising corporate events is an effective way of thanking your employees and reinforcing their sense of belonging. There's no shortage of opportunities to do just that:

• study days ;
• New Year's greetings
• team building to motivate and engage your teams;
• a private box for a major sporting or musical event;
• and much more...

Read what Sandrine Letendard, Marketing and Communications Director, has to say about the many positive effects of these operations on internal solidarity and corporate spirit.

How can performance be enhanced?

It is strongly recommended that you put in place various reward and recognition systems for outstanding performance. You may choose to award bonuses, gifts or offer additional professional development opportunities. Public recognition at a company retreat or seminar further reinforces employees' sense of value and belonging.

Encouraging open communication and a culture of listening

Open communication and a culture of listening can transform your company's internal dynamics. Here's how to put them into practice:

Why is it important to communicate and listen?

Establish a climate of trust by maintaining transparent communication on the company's objectives, organisational changes and financial performance. As an employer, make sure you regularly share important information and make yourself as accessible as possible to answer your employees' questions and concerns. Employees need to feel listened to and involved in the decisions that affect them.

Is regular feedback useful?

You also need to promote a culture of constructive and regular feedback to improve the relationship between teams and their managers. Feedback should be two-way, allowing employees to express their concerns and ideas, and managers to provide feedback on performance and progress. These discussions enable objectives and responsibilities to be adjusted in line with the skills and aspirations of each individual. They also provide an opportunity to recognise successes and identify areas of friction.

Why use internal communication tools?

Newsletters, intranets and collaborative platforms can make it easier to share information and strengthen the sense of community. These tools should enable employees to express themselves, put forward ideas and actively participate in the life of the company. Encourage their introduction within your organisation. They can also be used to give visibility to CSR actions and to promote the involvement of all staff in solidarity events.

Stade de France, the ideal place to build employee loyalty

Employee loyalty is a major strategic issue for companies that want to improve their performance and maintain a stable, motivated team. It is based on a set of complementary strategies that touch on the work environment, professional development, employee benefits and internal communication. A people-centred approach that values the skills and efforts of each individual is the key to creating a climate of trust and commitment that is conducive to talent retention and overall performance.

Get inspired by the good practices described above and take advantage of the opportunities offered by Stade de France to organise your corporate events there. Gathered together in such an emblematic venue, your employees will feel valued, fulfilled, motivated and willing to contribute to the success of your organisation.

Picture generated with AI