top of page
  • Matthew Ballard

How To Keep Your Best People

We recently conducted a poll on LinkedIn, where we asked the question; Which outcome from your recruitment process are you most keen to improve?


Both Increase the Retention of Recruits and Reducing Time-to-Hire received around 45% of responses each.


In this Blog we will explore 7 ways in which you can improve your employee retention and next week we will release another Blog detailing how you can reduce your time to hire.


Employee Retention is challenging in the current market. The pandemic has forced the hand of organisations and those that are thriving with their employee retention are those who have realised they needed to do something and have done so.


Create a Great On-Boarding Process


Whether your business has returned full-time to the office, has decided to operate a permanent WFH model, have employees split their time between your office and home or operate a work-from-anywhere policy - getting your on-boarding right is key.


Firstly, make sure your new employee has the technology in place for them to be able to do their job. As an example, in the past I have started a new position where on Day 1 - I didn’t have a computer, email address or phone number set up and ready to go. My first day was spent trying to speak with the IT Department to get this all set up.


If your employee is going to be based in your office - make sure they have an area in which they can work. Again - I have been in a situation where I have had to tidy an area myself. It really isn’t a great first impression for a new employee.


The first week is a daunting time for new employees. Many question during these early days, whether or not they have made the right decision in joining your business. A great idea here is to set up either in-person or video meetings with some of the key people within your business. This gives new employees an understanding of the key stakeholders within the business. As an example, I would suggest the following alongside meetings with both their direct line manager and others within their team: Managing Director / Heads of Finance / Head of HR / Marketing Director / Sales Director. Regardless of the role you have recruited into - these meetings will provide your new employee with a greater understanding and knowledge of the business. These can either be one-to-one or group sessions depending on the numbers of people you recruit into your business.

Be Competitive In The Market


This doesn’t mean pay more than you are able to and put your company at risk financially.


This means - take the time to research what your competitors are doing. This could be Salary / Development Opportunities / Progression Opportunities / Working Hours / WFH and Flexible Working / Pension Contributions / Annual Leave Entitlement - the list is endless.


What can you improve?


What can you additionally offer?


What do your employees value?


If you can get this right and take an improved package to your existing employees of things they value - before they ask for it - this can have a fantastic boost to staff moral and will subsequently improve your employee retention.


Some of this information can be tricky to locate in the public domain. A good recruitment partner will have their hand on the pulse of the market and should be able to support you to compare your offering in comparison to others.

Provide Feedback


How do your employees know they’re doing a good job?


How do your employees know they have areas for development?


Feedback is key. Both to new employees and long-term servers within your business.


Having regular review meetings with line managers and senior managers is a great tool to keep an open line of communication (especially if you are not all based in the same office). Setting (in partnership) objectives for the short / medium and long term allows both employees and employers to work together to develop their staff, whilst providing feedback on performance, attitude etc.

Allow People To Develop (If They Want)


You have a top performer who is exceeding all of your expectations. Naturally you don’t want to lose them from your business.


Talk to them.


What do they want?


Do they want to progress?


Are they happy with their current responsibilities?


Sometimes a promotion is “forced” upon someone who may not want the additional responsibilities. This can be as damaging (if not more so) than not providing progression opportunities for those that want it.


At times, it’s simply not the right time to develop an individual within your business. It may be that there isn’t another opportunity suitable at the current time.


It is still essential you have these conversations.


Can you put a plan in place to develop an individual ahead of another opportunity arising?


Can you offer them a secondment?


Can you create a role?


This is such a key aspect of staff retention and one that is so frequently overlooked. Don’t be that business!


Acknowledge & Reward Achievements

One of my biggest frustrations within some businesses is where I see achievements going unnoticed.


Internal newsletters are a great tool to share good news from within the business and provides a foundation for successes and achievements to be recognised.


You can share information on individual, team, department and company achievements.


From an individuals perspective - to see their personal accomplishments recognised can have an extremely positive boost to employees and can act as a target for others to reach.


From a team or departmental perspective - it can create a positive competitive environment, with teams keen to be recognised as the top performers.


From a organisational perspective - sharing positive news, such as new contract wins, new starters etc is a great tool to provide reassurance to employees about the strategy and profitability of an organisation.

Flexible Working & Work / Life Balance


For some roles, it essential that individuals are based in a particular location and work specific hours. This will always be the case.


One of my previous employers allowed me to work school hours for one day a week. For me this was massive. It allowed me to take my kids to school and pick them up one day a week.


As parents, we miss out on a huge amount of our children’s lives due to work commitments. This flexibility was more important to me than a pay-rise.


It doesn’t have to be drastic. It doesn’t have to have a financial cost to your business, but think about what your employees value.


For me it was that interaction between my children and their education. For others it might be investing time in a charitable initiative, learning a new skill, taking driving lessons or attending training to support their personal development.

Hire The Right People


I’ve intentionally left this one until last. All of the above will have an impact on your staff retention if you are hiring the right people. If you are hiring the wrong people into your business, naturally you are going to have a poor level of staff retention.


It is generally agreed that only 20% - 30% of the market is actively seeking new opportunities at any one point in time. The remaining 70% - 80% of the market are either passive or not considering new opportunities. By simply advertising a vacancy - you are only considering applications who are looking for opportunities at that particular moment in time.


Imagine the improvement in your staff retention if you knew the full market had been accessed, reviewed and approached. This provides you with greater confidence you are recruiting the right person into your business.


Are you looking to improve retention rates within your business?


What activities have you undertaken to improve your retention rates?


To explore how Green Orchard Recruitment can help you achieve your desired outcomes from your recruitment process, please contact us today!

Recent Posts

See All

Comments

Rated 0 out of 5 stars.
No ratings yet

Add a rating
bottom of page