Did you know that when an employee leaves their job, 67% of the time it’s not the job, it’s the boss? Of course, you know the importance of preventing your best people from becoming someone else’s best talent, but how exactly do you do it? Here are four ways to build trust and earn their loyalty.

1. Face-to-face time matters. Personal contact is important as it creates an emotional connection with the organization. Whether you have an on-site or remote workforce, make sure you regularly connect with them. It’s more than just offering an “open door policy”: get out of your office and walk around. Pick up the phone and talk to your team. Connect with your team members the way they want to be contacted. Some people prefer to text, others to email, while others like to talk face-to-face. Personal contact matters. Take a hint from the “Undercover Boss” TV show and put yourself in the shoes of your employees. Understand what they are dealing with on a daily basis and they will be much more willing to put their best foot forward in their work.

two. Express appreciation. Catch your employees doing things right. What is recognized is repeated, so let them know specifically what they are doing right. It seems that organizations are spending a ton of money on “stuff”: providing employees with vast catalogs from which they can choose any number of rewards. Although it’s a nice gesture, it’s not the reward that creates an emotional connection. It is the sincere verbal expression or handwritten note of thanks for a job well done that is treasured. A woman on one of my shows recently shared that the thank you notes she wrote to her staff members two years ago are still pinned to her bulletin boards. Writing it down makes a difference. Handwritten notes are tangible evidence that employees can refer to when they need a boost.

3. Ask questions. Are you afraid to ask your employees what they want because they fear your “unreasonable demands”? Often what you’ll find is that it doesn’t take much to keep your team happy. Once your basic needs are met, small adjustments make a big difference. Soliciting your staff’s suggestions and ideas can give you a perspective you may not have considered. Inviting your staff members to share their opinion means a lot, acting on their suggestions seals the deal.

Four. Complaints welcome. Marshall Fields said, “Those who buy support me. Those who come to flatter me please me. Those who complain teach me how I can please others so they will buy from me. The only ones who hurt me are those who are upset but They do not do it”. to complain. They deny me permission to correct my mistakes and thus improve my service.” This quote is as applicable to employees as it is to customers. Office gossip is not going to go away, however, you can avoid its negative consequences by making it safe for employees to voice their opinions When you know what’s really going on inside your organization, you can take the necessary steps to fix what needs fixing and not suffer long-term negative effects Remember: if you’re asking the question, be willing to Be open to the answer, no matter what it is.

Using these four simple strategies not only increases employee engagement, loyalty, and retention, it leads to the Big 3 “Ps”: productivity, passion, and profit. The best part? These ideas will not cost you an arm and a leg to implement.