How to Get the Latest FE Reference Handbook

The NCEES Reference Handbook is a document published by the National Council of Examiners for Engineering and Surveying (NCEES) that serves as a reference for engineers taking the Fundamentals of Engineering (FE) and Professing Engineering (PE) exams.

The NCEES Reference Handbook is updated every few years to ensure that it reflects current industry standards and practices. However, getting the latest version of the FE Reference Handbook can be difficult for some individuals. This blog will show you how you can find the latest NCEES Reference Handbook:

How to Get the Latest FE Reference Handbook:

1. Purchase a Hard Copy

2. Download the Digital Copy

3. Check With Your College or University

4. Join an FE Exam Preparation Course

1. Purchase a Hard Copy: One of the most straightforward ways to obtain the latest version of the FE Reference Handbook is to purchase a hard copy. You can find this book on the NCEES website or other online retailers. A hard copy of the handbook won't break the bank account, it is an easily accessible reference, and you can receive it within a few days of placing the order. One thing to be aware of is that the physical handbook will have outdated information after a few years.

2. Download the Digital Copy: Another option for obtaining the latest version of the FE Reference Handbook is to download a digital copy. This is likely to be the preferable method, since using a digital copy will be more akin to how you will use the handbook during the actual exam. Having the digital copy can help you familiarize yourself with where each subject is located as well as how to effectively navigate without wasting too much time. In addition, the entire process is free. Please find illustrated steps on how to download the digital copy below:

a. Create an NCEES Account: An NCEES account is required to access the reference handbook. Go to the NCEES website and click on "Create an account" to make your account.

b. Log In: Once you've made your account, enter your username and password to log in.

c. Locate the "Common Tasks" section: After successfully logging in, you will be directed to the "Dashboard". Locate the "Common Tasks" section on the right-hand side, then click on "View reference handbooks" under the USEFUL DOCUMENTS. You will be directed to the site with all the reference handbooks.

d. Download the Reference Handbook: Find the correct reference handbook that you want to download and click on its hyperlink.

e. Save Your Handbook: Make sure you save your handbook in a place where you can easily reference it in the future!

3. Check With Your College or University: If you are a student, your college or university may have a copy of the FE Reference Handbook, but the version year may vary. Many engineering programs require their students to take the FE exam, and they may have a copy of the handbook available in their library or as part of their course materials.

4. Join an FE Exam Preparation Course: Finally, joining an FE exam preparation course is another way to obtain the latest version of the reference handbook. Many test preparation companies like School of PE offer courses that include a copy of the handbook as part of the course materials. These courses are a great way to prepare for the exam and ensure that you have the most up-to-date information available.

Conclusion

Obtaining the latest version of the FE Reference Handbook is essential for anyone preparing for the FE exam. By taking the time to obtain the latest version of the handbook, you will be better equipped to pass the exam.

Sign up for an FE exam review course with School of PE today and join our tens of thousands of students who have passed their engineering exams!

About the Author: Khoa Tran

Khoa Tran is an electrical engineer working at the Los Angeles Department of Water and Power and is currently pursuing his master's in electrical Power from the University of Southern California. He is fluent in both Vietnamese and English and is interested in outdoor activities and exploring new things.

Developing Incentive Programs to Improve Employee Engagement and Retention

Creating a work culture of productive, happy employees is integral to maintaining growth in any industry. Incentive programs help to create high-performing employees and boost employee retention and loyalty. Even something as small as employee recognition for jobs completed and goals met goes a long way in motivating employees to do better. Some ideas for incentives can include education benefits, extra time off, company-sponsored vacations, and even something as simple as a barbeque on a nice summer day when the sales team meets their target. It all depends on the company, the team, and the goals behind the incentives.

In this Blog,

I. The Purpose and Benefits of an Incentive Program

II. Factors to Consider When Developing an Incentive Program

I. The Purpose and Benefits of an Incentive Program

Incentive programs come with many benefits if done well. With the right program aimed at the right people, you can expect:

Better team engagement- Incentive programs, when done right, help team members interact on a more positive scale. In order to create a positive work culture, it's important that one person's success doesn't diminish another's. Having a good incentive program will help workers develop a positive rapport with each other as well as with management.

Increased employee retention and loyalty- Employees who get recognized for the excellent work they've done are more likely to stay with the company that did the recognition in the first place. The trick is to create an incentive program that helps retain the type of worker you need in your business. This may take some trial and error, but it is worth it in the end.

Improved collaboration and teamwork- Team members who work towards a common goal find common ground in each other's success. In order to create a team that works well together, you need to create reward systems that help them work together to reach that goal. Incentive programs can be the factor that helps them reach their mutual goals, while the tasks of their day-to-day job can seem disconnected.

Boosted company morale by means of friendly competition- The right kind of incentive programs can boost company morale by developing a culture of friendly competition. Most people learn to be good sports in the early years of life, so creating a program that has workers racing to reach a certain threshold can help create a fun, competitive culture while also boosting sales, reaching marketing goals, and improving other standard business operations within the workplace.

Improved employee accountability- One issue in the workplace is that some employees fail to track their progress towards the company goal. Having an incentive program that encourages them to find a tracking method to reach the more personal goal helps improve accountability in the workplace as well.

II. Factors to Consider When Developing an Incentive Program

The benefits of an incentive program are only fully realized when the program itself is created the right way. None of it will come to any positive outcome if done wrong. Here are several factors to consider when developing an incentive program:

1. Involve the right people. To create a good solid program, involve the right people. Before you even begin planning, meet with those that can help strategize and implement the program. This can include anybody from HR, management, and finance. This collaboration not only helps to develop a good program but also sets the tone for team collaboration among the employees. Having a group of people to bounce ideas off of, you can consider all risk factors and benefits to certain incentives and goals. It also helps to know what level of financial input you can expect.

2. Set goals for the program. In order to get approval for incentive programs, you need to have a well-laid-out plan and purpose for it. Is there a specific target sales number you're trying to reach? Are you trying to find new customers via different marketing strategies? Ask yourself more questions about what the internal purpose of the program is, and it will help create one that benefits both the company and the employees.

3. Identify the incentive audience. Having a sales incentive is only effective on a sales team. Marketing would have their own incentives that are based on their work. So would HR and so on. You can choose to create cross-department incentives that are applicable to everybody, department-specific programs, or a combination of the two. Knowing who you're trying to incentivize will help you determine the kind of incentives you need and what your goals for that department are.

4. Increase participation engagement. Consider asking the individual departments what would motivate them the most. If you have a group of people who would appreciate additional days off, then having that as an incentive would help motivate them. If they would prefer gift cards, company merchandise, vacations, or bonuses instead, then knowing that will help you figure out what to put into your program. This will also heavily depend on the budget you have in place.

5. Decide on a structure and budget. There are several different structures you can use when creating a program; the two most common being an open-ended structure and a close-ended structure. An open-ended structure has less of a limit on who can "win" a certain incentive because of its budget size. A close-ended structure has a certain amount of people who can "win," which generally works better for a tighter budget. Determining what kind of structure you go with depends heavily on the type of budget you're working with.

6. Determine the rewards beforehand. You have to work within the confines of a budget to make the incentive program beneficial. If, say company sponsored vacations are out of budget, then offering them doesn't do anybody any good. On the other hand, if having a few extra days is within your budget, it would be the right incentive to fit your needs. You can also consider changing trends in personal choices where your incentive meets. For instance, post-pandemic, travelers have shown a preference for US destinations like Hawaii, or places just a little closer to home. Take these into consideration if you're offering larger incentive packages like company vacations.

7. Decide on a tracking method. How are you going to track employee involvement? You can have one person in a team track for the entire team, or individuals track for themselves. You can track each person's progress on a board, or in an online company connection website, like Slack or Notion. There are a myriad of ways you could track each person's progress, and it all depends on the purpose of the program and preference of the participants.

8. Decide who should deliver the reward. While private feedback is important on a regular basis, making a public show of appreciation goes a long way in motivating other employees to do better. Reception can also change depending on who specifically is delivering the message, so choose wisely who offers the rewards. For instance, in some cases, management is an acceptable choice. In other cases, key stakeholders are likely to get a more positive reception. (Source)

9. Implement methods and fulfill rewards quickly. Once a goal is reached, don't make employees wait for the incentives to be fulfilled. If they earned a gift card, have it on hand to give to the awarded individual. If they earned a bonus or vacation days, have it on their next pay stub. The faster an employee is rewarded for their hard work, the more willing they and others are to improve production to potentially get the next reward for themselves.

10. Evaluate the incentive program's success. If you want to get the most out of your program, you need to do regular evaluations that maintain the integrity and usefulness of the program itself. If you see an issue with a certain part of the structure, make quick changes, if necessary, in order to eliminate future frustration. Common issues to consider are whether the incentive is too high for the goal threshold. Over-delivering or under-delivering can sometimes lead to dissatisfaction with future reward incentives. If this type of issue arises, it's crucial to adjust quickly.

11. Celebrate employee success. Celebrate the employees and the hard work that they did. It's fun to be working towards a specific outcome together- or against each other, if that's the structure you choose- and it's even more fun to celebrate the success of the individual, or as a whole. Especially if quarterly or yearly company goals are met. Include everybody you can in that success so that even if they didn't earn the individual incentive, they still feel connected to the company goals- a crucial factor in aligning employees with their organization.

At the end of the day, having a work culture that thrives off of employee success will go a long way in maintaining positive momentum in the business. Developing an incentive program that helps motivate employees to collaborate with and congratulate each other on their mutual success builds a team of highly effective and satisfied workers. Creating a company of satisfied individuals helps retain top performers that help boost business growth with healthy, goal-oriented progress.

Interested in offering PMP^® or CAPM^® exam review courses as a part of your employee incentive program? Reach out to School of PE today to learn more!

About the Author: Anna Taylor

Anna Taylor is a freelance writer and avid researcher- a jack of all trades, but a master of none. She graduated from the University of Hawai'i with an Associates Degree in Liberal Arts because she had no idea what she wanted to be when she grew up. She has since found her love of Extended Reality and the possibilities it brings to the world, as well as gardening, cooking, and writing. Anna lives in Interior Alaska with her family.

Creating and Aligning Company Goals as an Organization, Team, and Individual

 It's a very well-known fact that a large number of businesses fail within their first year. There are plenty of reasons that this happens, like poor planning, economic downturns, and not hiring the right people, but possibly the most crucial is that the goals of the individual did not align properly with the goals of the organization. That's not to say that the individual's personal goals did not match the company's. They don't need to be similar in any way. Rather, the individual was not entirely aware of the overall micro and macro goals of the company, and the company did not accurately describe the details of the tasks at hand. In order to succeed in business, it's necessary to align the company goals with that of the individual. To do this, certain steps must be taken to ensure that everybody knows and understands the steps to reach every milestone.

In this blog,

1. Benefits of Having an Aligned Organization

2. How Mutual Goals Help Everybody

3. How to Align Company Goals to Benefit the Whole

1. Benefits of Having an Aligned Organization

1. Increased speed in decision-making. The inability to make quick decisions, in fact, to make any decision at all, can cripple productivity and the company at large. Having employees who know the goals and how they align with the organization helps in the decision-making process and helps improve speed.

2. Better employee engagement. Employees are more likely to engage with company productivity if they know where they fit in the whole scheme. Engaged employees mean better goal maintenance.

3. More beneficial use of resources. An aligned company can clearly define what is a waste of resources and what is a benefit. This delineation ensures that the company is making the most use of the limited resources they have.

4. Improved self-governance. When everybody in the company knows what their goals are and what they're trying to achieve, they have a greater ability to govern their own productivity and reach goals and deadlines without their employer having to hover.

5. Less confusion between members. Similarly, there is less confusion (which would ultimately take away from team productivity) between employees.

6. More credibility. An aligned company is confident and sure of itself, creating an outward image that reflects its inward process. This gives more open credibility to the organization as a whole.

7. Optimized talents and skills. When the company works together, they know the talents of the individual and those talents can be developed into professional or company certifications.

8. Safer risk taking. In an aligned organization, employers and employees can take more risks, knowing more specifically the potential outcomes of each decision. It is not without potential downturns, but the decision is made with more confidence.

9. A dynamic culture of achievers. The culture of a company feeds directly off of its efficiency and success. It becomes cyclical, and those who are part of the organization's success help build and contribute to its dynamic culture.

2. How Mutual Goals Help Everybody

Clear goals and expectations don't only help the business succeed. They also help teams and employees succeed in their part of the company structure. Here are a few ways that mutual goals help everybody thrive.

1. Goals set the tone for organizational strategy. This strategy helps employees break down overall goals into manageable tasks and helps them prioritize one task over another based on which goal needs to be met first.

2. Employees understand how their contributions help maintain both team and organization-wide goals. When employees don't see how their position fits into the overall strategy, they feel lost and unsure. Helping them understand how their specific job contributes to the company's goals helps with feelings of validation and success.

3. Priorities are clarified. In line with knowing where the employee fits in with the organization and how their tasks benefit the whole, knowing this helps them clarify their priorities and eliminates the frustration that comes from not having a clear list of responsibilities.

4. Aligned goals help connect employees to teams. Knowing what your overall company goals are, and how the individual employee fits into helping achieve those goals, they can be grouped into teams based on their own tasks to help each other reach daily, weekly, and yearly milestones.

5. Reaching goals together gives individual employees a sense of fulfillment. High employee turnover is something that absolutely kills businesses. Keeping employees satisfied is key to maintaining high employee retention rates. Knowing how their contributions help the business thrive helps them understand their value within the structure and keeps them satisfied in their position.

3. How to Align Company Goals to Benefit the Whole

1. Set clear organizational goals. People who set goals are 10% more likely to succeed, and when it comes to setting goals, you need to be specific. The more specific, the better. Have specific numbers in mind and write down and develop a specific process. It helps to be retrospective. Look at what has worked for the business before and what has not, and develop goals and strategies based on that.

2. Develop a plan to achieve your goals. The difference between goals and dreams is that dreams are something you can't control. On the other hand, goals are things that you can set actionable steps to achieve. Developing a strategy puts you one step closer to reaching micro and macro goals.

3. Get buy-in from leadership. Once a goal is set, share it with the team to get approval and make sure that everybody is on board. Meet with managers on every level to communicate ideas and outline the specifics of the plan.

4. Communicate goals on every level. Make sure that expectations for each individual are clear and that they can be accountable for each step they take toward that goal. When goals are understood, employees are 2.8 times more likely to engage in the work. Simple open communication methods are an efficient way of helping maintain an upward goal achievement strategy.

5. Help employees achieve their goals. After expectations have been clarified, ensure that employees are maintaining progress toward their individual goals. This helps the company keep on track for the overall growth goals.

6. Build teams whose goals intersect. Aligning goals is necessary on every level and from every standpoint. In building teams, ensure that their goals are compatible and that those whose goals are to connect can still work independently while building off of each other.

7. Create standards of completion. Goals can still be met with sub-par work. Develop a strategy that helps individuals maintain a minimum standard of excellence so that goals are reached to their fullest potential.

Creating and aligning company goals on various levels can ensure the daily and long-term success of the organization. There are many benefits to developing a company culture that works off each other to create more success, and the time and effort that it takes to learn where certain talents lie and how to use everyone to their maximum productivity will pay off as time goes on. It is true that a large number of companies fail before ever really starting, but that doesn't have to be yours. Properly aligning your employee's goals with that of their team and the organization will help build longevity in every facet of your business.

Partner with School of PE today and reach your company's goals of providing professional development opportunities!

About the Author: Anna Taylor

Anna Taylor is a freelance writer and avid researcher- a jack of all trades, but a master of none. She graduated from the University of Hawai'i with an Associates Degree in Liberal Arts because she had no idea what she wanted to be when she grew up. She has since found her love of Extended Reality and the possibilities it brings to the world, as well as gardening, cooking, and writing. Anna lives in Interior Alaska with her family.

Reinforced and Prestressed Concrete Structures- Types, Styles, Benefits, and Designs

Out of the many building materials used today, concrete claims the title of "most commonly used." There are a variety of reasons why, but it is largely due to its versatility, accessibility, and overall strength and capacity as a structural component. Furthermore, advancements in precast concrete (concrete that is produced in a plant environment and shipped to a job site) have increased its popularity and structural & architectural capabilities. There are many advantages concrete structures have, as well as various ways to reinforce them - all of which cement the claim of being the most commonly used building material.

In this Blog,

1. Introduction

2. Combining Building Materials

3. Thermal and Architectural Benefits

4. More Beneficial Properties

5. Common Concrete Structures

6. Reinforced Concrete

7. Prestressing

8. Designing Concrete

9. Conclusion

1. Introduction

Precast concrete construction will be the focus of this article, considering that is where my expertise lies. However, cast-in-place concrete structures can accomplish some of the same goals with different methods and design techniques. Precast concrete is often preferred due to its construction speed! General contractors and owners are very cognizant of their project schedules, and precasts can often meet or exceed what they are looking for. What makes precast concrete so speedy? Firstly, precast concrete, as mentioned, is produced in a controlled environment (a manufacturing plant). Because of this, precast components can be cast while groundwork is being done on-site and other preliminary tasks that would typically hold up cast-in-place concrete. Another reason precast may be preferred is the types of architectural finishes and features that can be provided: cast-in brick, cast-in designs and logos, various openings and protrusions, different color finishes, and different concrete textures. Speed and quality are just two of the many reasons a contractor or owner may select a precast concrete structure over a traditional cast-in-place option. But if they do select precast, what other options remain?

2. Combining Building Materials

Combining building materials to create one homogenous building is common. For example, a steel frame may hold the building up, but a concrete exterior welded to the steel frame may provide architectural features and thermal advantages. However, it is becoming more popular to have a structure completely comprised of precast concrete: this is commonly referred to as "total precast."

3. Thermal and Architectural Benefits

Total precast structures have the thermal and architectural benefits of concrete cladding while also providing lateral and gravity structural systems. Concrete columns and walls bring gravity loads down to the foundation, while shear walls or concrete frame systems transfer lateral loads from a wind or seismic event. Concrete beams and floor slabs tie the diaphragm (floor system that creates a load path for lateral loads) together, while spandrels provide large openings while supporting floor levels. From the outside, the visible walls, columns, and spandrels can have a variety of finishes, textures, features, and colors to create the showstopping structures clients are looking for.

4. More Beneficial Properties

Speed, thermal abilities, and architectural features/finishes are not the only reasons for a concrete structure: design flexibility, fire and corrosion resistance, strength, and durability are all excellent properties concrete possesses. Concrete can be formed into all sorts of shapes and sizes: curves, hollow, pointed, rounded, with openings, sloped, with protrusions and extrusions, and much more. Because of this, concrete can meet and exceed many of an owner's desires. Concrete is also fire resistant so long as the reinforcing within is placed properly. Concrete structures easily hit a 2-hour fire rating but can sustain a much higher rating if code requirements are met for the region it is being constructed in. Concrete's durability has been showcased in many of the structures in our history books! Today, admixtures, reinforcement detailing, connection design, and concrete mix designs can cater to extreme durability: time, fatigue, and weather.

5. Common Concrete Structures

As you can imagine, with a building material so common and with so many advantageous properties, many different types of structures utilize the homogenous mixture of sand, water, stone, and cement! Commonly seen concrete structures include warehouses, storm shelters, parking garages, stadiums, bridges, piles, poles, retaining walls, and sound barriers. However, many other types of structures like malls, hospitals, libraries, churches, museums, hotels, airports, offices, and correctional facilities all are commonly constructed with concrete (and many times precast)! Schools can be erected in a matter of weeks with precast and even feature a storm shelter within the building footprint! Because concrete can include insulation between concrete wythes, structures for residential and commercial, including data centers, fridges/freezers, and manufacturing facilities, are increasingly becoming more common. There is almost no limit to what type of structures can be concrete: the design and casting flexibility drives the industry to new, creative solutions.

6. Reinforced Concrete

One creative solution that has been implemented for well over a century is to reinforce concrete with various materials: the most common being steel. Advancements in concrete reinforcement led to the use of prestressing concrete to achieve span lengths that were once unattainable. Mild steel (rebar, welded wire mesh, etc.) is used in almost all concrete structures. In a precast plant, pre-tensioned cables are run continuously from one end of the form to the other (typically over 100ft and beyond can even range beyond 500ft). Once the cables are secured with high-strength chucks on both ends, a stressing machine grips the "live" end and pulls the tendons to their designed tension. Typical cables are made from 270ksi steel and have an area of steel less than 1in^2; the design tension is typically about 30,000 pounds per cable! Working together, the mild steel and pre-tensioned cables provide the strength and requirements for a concrete component. There is another type of prestressing that occurs in the field: this is referred to as post-tensioning. Concrete components are cast with pipes running the length, once the concrete has cured, cables are pulled through the pipes, chucked at either end and tensioned in a similar fashion to those in a plant.

7. Prestressing

What exactly does prestressing do? Prestressing aids in the stress mitigation and deflection resistance of a concrete member. If the pre-tensioned cables are tensioned below the center of gravity of the member, eccentric is introduced. This eccentricity will cause the concrete to bow upward and redistribute the tension and compression stresses. The added compression (without eccentricity) also subtracts from the tension stresses once a load is introduced. Concrete is known to be extraordinary in compression whilst relatively poor in tension; reducing tension wherever you can in concrete leads to a great design! Deflections can be thought of similarly: if a concrete beam is bowed upwards and load is applied, it will bow back downwards less than it would if it was flat, to begin with. Figure 1 shows this simply.

On the left is a prestressed concrete beam:

• Eccentricity is introduced, causing an upward bow.
  
• This upward bow introduces tension in the top of the beam, potentially causing minor cracking.
  
• Load is applied, the beam is now flat, and a potential crack has been compressed together.

On the right is a non-prestressed concrete beam:

• The beam is flat, to begin with.
  
• Load is applied, and the beam bows downward, introducing a potential crack at the bottom of the beam.

This figure is a simplified version of what structural concrete designers are looking at and designing against. Often, the load is so great that there is a downward bow for a prestressed beam after the load is applied - however, that typically only occurs during periodic maximum loading (full live load and other transitory loads). There are various stress limits for both tension and compression, as well as allowable deflection values that must be maintained per the code requirements.

8. Designing Concrete

Concrete structures all typically follow the same design process, whether they are plain concrete, mild reinforced, prestressed, or a combination of styles. A lateral analysis is performed, and the LFRS (Lateral Force Resisting System) is developed. Once the LFRS is determined, the lateral loads must follow a load path to those systems: through concrete, connections, across joints, and through reinforcement. Connection and concrete member design typically happen after the lateral analysis in an order that makes sense to the global design and/or project schedule. Designing concrete components has many variables since the material is so versatile: concrete strength, steel type, steel size, concrete depth and with, and reinforcement placement. Engineers, like myself, enjoy designing concrete structures because there are typically many solutions to the same problem, and we are tasked with discovering the most practical and economical option.

9. Conclusion

Being the "most commonly used construction material" means that most of us (or all of us) know what concrete is but may not fully understand what concrete can do or make. Often, concrete buildings look so incredible, but you may not know that behind that beautiful facade (cast-in or post-applied) lies a concrete wall or beam. Similarly, a building may have a pigmented surface color you never imagined could be concrete. Who knew concrete was such a solid building material?

Are you ready to make your chances of passing your FE or PE exam more concrete? Contact School of PE today to sign up for one of our #1-rated exam review courses!           

About the Author: Brian Huttner

Brian Huttner is a licensed professional engineer for Tindall Corporation, Virginia, who designs precast concrete structures, components, and connections. He received his Associates degree in Business Administration from New River Community College (2012) and his Bachelor of Science in Civil Engineering from Virginia Tech (2015). In his spare time, he enjoys being a husband and a father in a loving household of 9 animals including cats, dogs, birds, and a turtle.

How to Increase Employee Retention: A Guide to a Mutually Beneficial Relationship

Employee retention plummeted in recent years in an event now called "The Great Resignation," a near simultaneous resignation of workers from their jobs. Beginning in the spring of 2021, employers struggled to keep workers happy, paid, and satisfied enough in their positions due to several factors. This came swiftly after the 2020 pandemic, something that the world is still recovering from. The reality is that it's not difficult to keep employees satisfied-it takes strategic planning, great benefits, and a solid workplace environment. There are many benefits for employees to stay engaged in the workplace, but there are also benefits to the business itself, including some that are lesser known. The employer-employee relationship should be mutually beneficial, and some of the advantages will overlap.

In this Blog

1. The Benefits of Employee Retention

1.1 Benefits to the Employer

1.2 Benefits to the Employee

2. How to Improve Employee Retention

1. The Benefits of Employee Retention

1.1. Benefits to the Employer

• Increased Employee Loyalty: Long-term employees feel more confident in their position and business relationship and end up more loyal to those who've employed them.
  
• Decreased Hiring Cost: Losing an employee can be expensive and only adds to the need for rehiring a qualified candidate and training them for the specified job. Retaining employees eliminates the need to hire poorly qualified candidates.
  
• A Highly Skilled Workforce: Long-term employees have gained the necessary skills specific to your company and can do the job better than perpetually new employees. Retaining employees, you've already trained will help develop a workforce of top-performing employees.
  
• Less Transition and Gaps in Employment: Whenever an employee leaves, there is a transition period where you need to find a new employee and then retrain them. Retaining the employee instead eliminates the negative time associated.
  
• Improved Customer Relations: Employees gain rapport with customers as they continually work with each other. This creates positive impressions of the company as a whole.
  
• A Positive Company Culture: Employees who work together every day and have open lines of communication are able to work through differences in opinion and create a positive workplace environment that is beneficial to all.

1.2.Benefits to the Employee

• Excellent Benefits: Certain companies have benefits that are available after a few qualifications are met- usually after a probationary period. This waiting period is so that the company doesn't have to spend excessive amounts of money if the employee doesn't stay, but it does serve to help the employee know that they will be taken care of if they stay on.
  
• A Positive Company Culture: Everybody benefits from a positive company culture. Employees who stay on and build relationships with their boss and fellow employees tend to be more comfortable in their job.
  
• Taking Advantage of Long-Term Benefits: Some employers only offer certain benefits after a specified period. This is to discourage them from taking advantage of education and payment programs only available to long-term employees. As a result, employees who have shown their loyalty to a company get to use these benefits themselves.
  
• Consistency: Terminating employment, finding a new job, becoming dissatisfied, quitting, searching for a new job, and then the cycle starts all over again. The mental health toll that having and inconsistent form of income is stressful. Not to mention having continual environmental changes. All of this adds huge pressure on the employee to always be on their guard. Staying with a job allows them to find consistency in the work, environment, and people, which leads to better outcomes and less financial stress.

2. How to Improve Employee Retention

1. Offer Excellent Benefits. One of the main reasons that people stay with employers is a good benefits package. These benefits can include:

• Career development in the form of professional certification
  
• A good healthcare package with a wide range of coverage
  
• Pay increases and bonuses based on performance and loyalty
  
• Retirement plans for end of career options
  
• Education resources that help individuals with personal and professional goals

2. Create A Strategic Onboarding Process. The interview and training portion of employment are crucial steps in the process. They serve to get to know the employee, the type of person and worker they are, and how well they'll fit with your company culture. Maybe they're a great worker, but their attitude doesn't match the environment you've created, and adding them to the mix would create more problems than they'll fix. Strategically worded interview questions will help you attract and retain the best employees.

3. Have The Right Tools for The Job. Failure to do so can lead to frustration with the work process and give employees a justifiable reason to leave. This is an easily controllable factor of the job that helps improve productivity and retention.

4. Create Open Lines of Communication. Create an environment in which employees feel confident that they can have an open conversation with their boss or fellow employees without fear of judgment or retaliation.

5. Provide Competitive Pay. An obviously major purpose for people pursuing a job is the money because being alive has certain inherent costs. Having a job is more than about just a paycheck, but to completely deny this fact is unwise. By offering a better salary than your competitors, you tell your employees that you value their time and their talents and are willing to pay for it.

6. Have Employee Retention Surveys. Find out how you're doing as an employer by sending out surveys to understand the climate of the workplace. These surveys could include questions about whether people enjoy working there and if they are proud of the work they do, how long they plan to stay with the company, and what would entice them to stay longer. Surveys like this help you learn more about your employees on both a small and large scale.

7. Be Inclusive. Certain groups of people face challenges based on factors they can't control, like race, gender, and disability. Understanding that not everybody is starting from the same place is the first step in creating an equitable environment that accommodates these differing factors.

8. Offer Opportunities to Create Leaders from Managers. A good leader is a determining factor that makes some people decide to quit a job. 57% of respondents to a Development Dimensions International survey reported that they left a job specifically because of a manager. There are many factors that you can't control, but developing a system that creates excellent leaders from your ordinary human isn't one of them.

9. Engage and Recognize Your Employees. Recognize the excellent work your employees have done by offering bonuses, discounts, time off, and other incentives as a result of their engagement in the workforce.

Conclusion

The employer-employee relationship is one of the most understated and misunderstood of them all. Through open communication, those involved can create a mutually beneficial environment in which they both thrive. It's not enough to simply pay a worker anymore. Doing the bare minimum as an employer is how strikes are organized and lead to disgruntled employees voicing their opinions in seemingly unproductive ways. If, in contrast, the employer were to use their position of power to help develop the type of employees they want and need, the type of employees that will help the company progress, they'll have access to some of the best workers they can get their hands on: hard working, high achieving, loyal, and capable of being leaders themselves.

Increase employee retention by partnering with School of PE! Our engineering, architecture, and project management courses will help your employees take their careers to the next level.

About the Author: Anna Taylor

Anna Taylor is a freelance writer and avid researcher- a jack of all trades, but a master of none. She graduated from the University of Hawai'i with an Associates Degree in Liberal Arts because she had no idea what she wanted to be when she grew up. She has since found her love of Extended Reality and the possibilities it brings to the world, as well as gardening, cooking, and writing. Anna lives in Interior Alaska with her family.