Top Ten Tips for Staff Retention

We read a lot in the press about job cuts and redundancy, but very little about staff retention.

Recruitment can be an expensive and time-consuming process, followed by a training period, and possibly a period where you have to employ temporary staff.   All of this can be a drain on employers' time and resources.

Good staff are hard to come by, so it's vital that you do your best to retain them.

Here are my Top 10 Tips...

1. Recruit sensibly and fairly.   Be realistic about the role and the skills/experience required to perform the role.   Unrealistic promises and expectations will just lead to disappointment.
2. Communicate with your staff.   Ask for their views and suggestions and listen to what they say - much of which may be valid.
3. Offer training and career progression.
4. Try to offer a variety of work to create job enrichment and satisfaction.   Take a good look at the job descriptions and see how you can improve them so that each employee can learn new skills, enjoy a variety of tasks and remain interested.   Routine has its place, but variety is the spice of life.
5. Be appreciative.   Yes, you are paying your staff for their services, but that doesn't mean you can't be seen to appreciate what they do.   So long as they perform to your satisfaction - or above expected levels - then they are making your life easier and making a contribution to your business, so be sure to let them know that you appreciate their efforts.
6. Operate an open Performance Appraisal process, where performance is acknowledged and criticised in a constructive manner, and where staff can offer honest feedback.
7. NEVER criticise or humiliate a member of staff in front of others.   Not only could it land you in an Employment Tribunal, it's simply unfair.   If there are performance or behaviour issues, address them formally, in private, and in line with company Disciplinary Policy if appropriate.
8. Put in place a Grievance Procedure and use this constructively to address problems - however minor.   Try to nip minor grievances in the bud, before they get out of control.
9. Conduct exit interviews.   Staff may be reluctant to tell you about their grievances while they are still employed, but they will very likely open up once they have formally resigned.
10. If high staff turnover is predominantly from one department or one particular function, then it is particularly important to establish the cause of this.   It could be that the problem actually lies with a line manager or other member of staff, in which case you need to deal with this - even if the line manager is you!

As an employer and manager, it's vital that you are open to change... if the existing conditions, management or job content is causing a high staff turnover, be prepared to change your practices.

Never underestimate the importance of happy staff.  It has a knock-on effect on morale, performance, attendance and output.  Everyone wins!

There are, of course, more ways in which you can retain staff, but 10 should suffice for now.

If you need any help with staff issues, please give us a call.   We're approachable and flexible.   Just pick up the 'phone.   We'd be glad to assist.