1. Balance work and life. HR professionals have to keep up with the changing realities of a workforce. Because people used to be able to manage all aspects of their lives, work-life balance was less important than it is now, the importance of balancing work and life has never been greater. While family is important to us all, if work becomes a major strain on a family's finances, no amount of money can keep an employee there. An employee who is willing to take a short leave of absence once per month to attend his son's or daughter's school activity will likely get loyalty and long-term employment.

2. Compensation package with competitive benefits
Higher salaries" Money remains the main reason employees seek to make a difference. We feel normal to think that we are paid fair and adequately for the work they do. It is important to compare what other companies and organizations offer in terms of benefits and salary. It is also important to research what is the standards compensation package and benefits for the particular position, particularly health and dental insurance, retirement, and paid vacation days and time off. 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 and as an individual
Respect each employee and treat them as individuals. Recognize their contributions to the team in front of managers. This can help employees feel less like their supervisors are taking all the credit. You must know how to recognize your staff. Not everyone wants to be singled out in a group of hundreds of peers. Each generation's approach to recognising team members is different. It is possible to humiliate a babyboomer unintentionally by having them stand before their colleagues while talking about recent achievements. However, a Younger Generation will appreciate the opportunity. Employee morale can improve by giving a simple "thank you", "nice job", or a pat in the back on a regular basis. Often times a team member will greatly appreciate the time you spent to find him at his desk and deliver the message personally.

4. Positive Work environment
While benefits, compensation and other benefits are important, workers often leave companies because of poor organization, toxic workplaces or bosses. Every employees want is a clean, organized work environment in which they have the necessary equipment to perform well. When people and resources are not organized, physical barriers are stand in the way of being able to work efficiently, obviously it causes stress. It's important to make sure that everyone has easy access, wherever they are located, to the people and resources that they need. This works well if workspaces are organized around the people or types of work being done. The idea is to make it as easy as possible for people to do their jobs. If an employee needs a personal space and there isn't one, consider blocking it with furniture, screens, or blinds.

Plants can soften the noise if it is a problem. Make sure that you explain to your workers why you are doing this emphasize the benefits of making the change. 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 best person is able to see a question from all angles without bias. Employee favoritism can lead to negative results. The following ideas are indisputable. This is why I do it if other people won't. Why put in the effort if I will not be recognized? What good is it to trust my boss if they're not fair?

The result is a decrease in employee productivity, morale and relationships with their managers. This can lead to disengaged workers which will eventually lead to disengaged clients. Treat all employees equally and avoid favoritism. Individuals want a perception that each employee is treated equivalently. Make or develop a policy, guidelines or procedures for asking for time off and any other work-related decisions.

6. Communication and availability
Human Resource department should be responsive to employee concerns and questions. In many companies, the HR department is perceived as the policy making arm of management. Actually, HR departments that are forward-thinking and responsive to employee needs are one of their cornerstones. It is easy to do this by actively listening and assisting your employees. Offer them constructive feedback, both positive as well as negative. Communicate clearly expectations, goals and the new rules you expect.

Tell them what you expect of them. Engage them and keep them informed. Give them all information that will help them understand how their work fits in with the company's overall effort. Let's face reality. What employees really want is face-toface communication with their supervisors. It makes them feel valued and appreciated. Managers can have many tasks to complete and may feel overwhelmed. Managers are responsible for supporting their peers to achieve success in the organization. This acts as a leader and magnifies the organization's success.

7. Employee empowerment
Empowered personnel have a sense of responsibility and a sense of ownership, and their ideas are often recognized. Employee empowerment and control over how things are done and the knowledge that they matter to the organization are key factors in ensuring high productivity and remuneration fewer complaints. The employees who feel they need the organization more than their paychecks and all benefits packages will find that they appreciate the company's need for them.

8. Placement of the Right Talent for The Right Job
Placement of the Right Talent in the Correct Job significantly increases employee retention. This also improves organization success through reducing costs in many aspects. Discover the way in which you can improve your employees, place them in environment that they can be truly useful. A car behind glass is just a collection of metal plastic and glass. However, a car being driven truly is what a vehicle should be. This is true for people who have been developed. They should apply what they know to make the world a better place for others and themselves. This includes providing them with training, advancement opportunities, and helping them to turn a job into their dream career.

9. Celebrate all successes, no matter how small or large, and make your workplace enjoyable.
It's a great way for employees to celebrate small successes.

10. Flexibility in the workplace
Flexible work is a way to increase employee morale. Workplace flexibility is hard to manage, because you need to meet operational demands. But it has to manage so the flexibility policy should be well defined and be implemented accordingly so its' good intent will not be lost.