How to Retain Your Employees

How to Retain Your Employees - People Development Network
How to Retain Your Employees - People Development Network
Emily Jarvis

Emily Jarvis

Emily Jarvis is a former business consultant, she is currently working as a freelance writer sharing her expert advice and tips within the business industry.
Emily Jarvis

@emilygjarvis

Freelance writer
@PRIMEsystems @pdiscoveryuk thank you - 9 months ago
Emily Jarvis

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Retain your employees with these 4 tips

Job hopping is a recruiter’s nightmare. One minute you have a prospective employee telling you how much they want to work for you, then the next you’re handing over their P45. It’s all thanks to the younger generation that it’s becoming increasingly hard to hold onto talent, or at least all the reports place the blame in their direction.

However, it’s a more widespread issue than just young workers jumping from desk to desk. A recent survey found that 47% of UK workers are planning to change jobs in the next three years, with just 17% planning to spend the rest of their career at their current place of employment.

Replacing staff is never an easy task, in fact, it can cost over £30,000 to hire and train a new employee – yikes! So, ensuring your current employees stay put should be a high business priority.

We’ve put together some tips to help you keep your staff on your payroll.

Keep The Recruitment Process Clear

Okay, so you’re probably thinking ‘but my recruitment process is clear’, but if you’re reading this article or experiencing a recruitment issue, then chances are the process probably isn’t as great as you think.

When one employee leaves or a new role becomes available, it can be tempting to fill the position as soon as possible, but you’ll probably end up recruiting the wrong person if you rush into it too quickly.

The recruitment process is completely different from what it used to be. Employers are recruiting in news ways, and candidates are applying and researching roles differently to. Video interviews and competency tests are both common place. You want a process which is detailed and allows for a clear outcome to be achieved. It may seem lengthy, but you want someone who is the best fit regarding terms of performance and personality.

Move away from just looking at career and academic achievements and instead, put a focus on finding someone who is a good culture fit. Of course, both of those things matter, but you want someone who will also have a great relationship with the rest of the team.

Define Career Progression

Once the position has been filled, your role as an employer truly begins. Your role is to not only ensure that the job gets done, but also to make sure that employees have a clear path of development ahead of them.

If you fail to put employee development at the heart of your business, then there will be someone else out there who is, and they’ll be the ones wooing your employees and promising them the things you aren’t even bothering to take care of.

If you aren’t developing your employees, then you aren’t developing your business either. If employees grow themselves, then the business also flourishes.

Start by working out a development plan; it should be a mutual agreement between both parties and include areas both of you want to improve upon. Your goal is to keep employees motivated so you want to ensure they are excited about the goals they are required to achieve.

Utilise Company Culture

You want employees to enjoy the place they spend most of their waking lives at, so put company culture at the core of your business. If your staff are walking through the office door each day knowing an uncomfortable atmosphere or conflict faces them, then their work will ultimately suffer because their heart simply won’t be in it.

Focus on creating a company culture which has a positive influence on employee motivation and productivity. The office should have a culture where employees feel comfortable, safe and ready to tackle the day.

Build your culture around the foundation blocks of creating great working relationships. A team that gets along will collaborate far better than a team which never speaks to one another.

You don’t need to go full on Google style with your office either, while the gizmos and gadgets are great, taking small steps to create a positive culture can have just as big an impact on your staff. Using one of the recommended office colours, keeping your mission statement in vision and making sure all employees take a proper lunch break can all keep motivation high.

Provide a Benefits Package

To stay competitive, you need to offer much more than an impressive salary to keep employees happy. Life and health insurance and pension packages are all part of the employee bundle these days, but really your benefits should encompass much more than that.

Flexible working hours and unlimited holiday are just two things which enable employees to get their work/life balance in order, and trust us they’ll thank you for it.  It’s predicted that flexible working will become more common than working from the office next year, so get ahead of the game and implement a policy which not only improves employees lives but pushes them to work just as hard in the hours they commit to you.

When it comes to pay make sure what you offer is fair to all members of staff no matter their gender. This report recently found that the average pay gap between males and females is still 20%, despite the fact that mandatory reporting comes into effect in 2018. Now’s the time to get your affairs in order before it’s made public knowledge, and do you really want conflict arising amongst members of staff if their pay grade differs?

You may think the tough part is recruiting the right people, but the hard work really starts a bit further down the line. Don’t take your employees for granted – they are the backbone of your business, so work hard to keep them on your side, strengthen, empower and motivate them. It’s a costly mistake if you don’t invest in them properly.

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