1. Balance work and personal lives. HR professionals face the challenges of a rapidly changing workforce. They need to be aware and adapt to certain trends in order to retain and attract top talent. In the past, it was easier to balance work-life with personal life. The importance of family is paramount to everyone. If work starts to cause a strain on the family, no amount will make it possible for an employee to stay. It is possible to repay employees by allowing them to take extended leaves once a week to spend time with their children or grandchildren.

2. Competitive compensation package
Higher salaries. Money remains the top consideration. Employees are always looking for change. It is common for employees to feel that they have been paid fairly and in a fair manner for the work they do. Research other companies and organizations to see what they offer in terms salary and benefits. You should also research the standard compensation package and benefits available for your position. This includes retirement, health and dental insurance, vacation days, paid vacation, and other benefits. You must make sure that the compensation package your company has is competitive enough, so that team members will not go out and look for employers who are willing to offer more competitive compensation packages.

3. Treat each employee with respect.
Respect each employee. Treat them as an individual. This can reduce the tendency for employees to feel that their supervisors take all the credits. Recognize your staff. Not all employees like to be given special treatment at a gathering with hundreds of colleagues. The approach to recognizing team members can vary greatly by generational group. While you may make an unintentional slap on a baby boomer, have them stand up before their peers and discuss their recent accomplishments. Conversely, a Young Generation will be grateful for the chance. Employee morale can be significantly improved by a simple thank you, a nice job or a pat on the back. It is common for team members to appreciate your efforts to find them at their desk and give the message personally.

4. Positive Work Environment
While benefits and compensation are important factors, the most common reasons that workers leave a company is a chaotic work environment, poor bosses, difficult co-workers, and toxic workplaces. Everyone wants a well-organized work environment that allows them to do their best. If people and resources aren't organized it can hinder their ability to work effectively. This causes stress. It is important to organize things in a way that everyone has easy access to the resources and people they need. This normally works best by organizing workspaces around the people operating the process, or the types of work that they do. This is so that people can do their jobs as easily as possible. If you don't have the space, or you are unable to provide it, then block off any areas with furniture, blinds, screens, or blinds.

If noise is an issue, plants can help to soften it. Your workers should be able to understand why you are making this change and the benefits. People leave their jobs because of poor supervision and mentorship. The most important role in the development of a team member and their success as an organization is played by their supervisors. All employees want to have Boss who's respectful, courteous, and friendly. If the workplace is positive and welcoming, employees are more likely than others to stay with the company.

5. Eliminate Favoritism
The "inner circle club" or "good ole boys", can cause an unpleasant organizational culture. They can also promote bitterness among members of the team, which can have a devastating effect on valued team members. The results of employee favoritism are destructive in natures because the following idea are unavoidable (Why should I perform if It will get me nowhere? Why do this if others will not? Why put in the effort if I will not be recognized? Do you trust your boss?

Employees' productivity, morale, and relationships with managers will decline, which can result in disengaged employees, which ultimately leads to disengaged customers. Treat all employees equally and avoid favoritism. Individuals seek to have the impression that all employees are treated equally. Design or create a policy.

6. Communication and availability
Human Resource departments must be responsive to employees' questions and concerns. The HR department in many companies is seen as the policy making arm. The cornerstone of a forward-thinking HR department is responsiveness to employees' needs. This can be achieved by listening to your employees. Give them honest feedback, both positive and negative. Clearly communicate expectations, goals, and new rules to be followed.

Let them know what they can expect. Invite them to participate and keep them updated. Provide any information that explains how their work fits within the overall company effort. Let's face it. Employees really want is to have a face-to-face communication time with both their supervisors and managers. This communication makes employees feel important and valued. For the managers; You may have a lot of things to do and attend to and surely your time maybe full. The main task of a manager is to support their peers in achieving success within the organization. This is how managers can lead their peers to success in the organization.

7. Employee Empowerment
Empowered staff feel empowered and are more likely to take responsibility for their work and be recognized for their contributions. A workplace that encourages employee empowerment, gives them control over the way things are done and makes it easy for them to be recognized as an important part of the company, will have a greater productivity result and lower complaints. When employees think that they need their organization as much as the organization needs them, that need became best appreciated more than a paycheck and all benefit package that made them to stayed and remained at the company longer.

8. Finding the right talent for the job
Finding the Right Talent for the Right Job can dramatically increase employee retention. Additionally, it will help reduce costs and improve the business's overall performance. You can help your employees be more useful by putting them in a setting that allows them to thrive. A new car behind glass is just a mass of remuneration metal plastic and glass, but a car being driven is truly what a car should be. It is the same for people. One should learn from others so they can improve the world. And with this you shall not forget to provide them training, show them advancement opportunities and help them turn a job into a career.

9. Make your workplace fun by celebrating successes both big and small.
Small victories can be shared with your Employees.

10. Workplace flexibility
Flexible scheduling is important to boost employee morale. Flexibility in the workplace is difficult to manage because it must meet operational requirements. It must be managed so that the flexibility policy is well-defined and implemented in a way that preserves its' good intentions.