How to Retain Quality Staff
Most employers would accept that whilst recruiting quality staff can be a long and potentially expensive process, keeping those staff is even more difficult. Every business can benefit from high quality staff and therefore those who are an asset to your business could easily be an asset elsewhere.
Losing a valued member of your team is not only upsetting but also plunges you and your organisation into the nightmare of trying to recruit a replacement. Therefore, in addition to recruiting people looking for HR jobs in Southampton, the smart businesses are looking at the many ways that they can then retain the quality employees they find:
Getting to Know You
Whilst some employers make the mistake of seeing their employees as bodies there to do a job and nothing more, the employers with better retention rates are the ones who take the time to get to know their employees personally and make them feel valued. Simply taking the time to speak to your employees on a regular basis and finding out about their home lives could ensure that they feel valued.
Too many employees find that they don’t know what they’re supposed to be doing and as a result feel that their working lives are chaotic and unmanaged. This does not make for a harmonious working environment and is likely to leave employees feeling undervalued. However, by ensuring firm goals and expectations staff are more likely to feel useful and give them a sense of responsibility.
The Need for Success
When given an unattainable goal, many employees will feel as though they are underachieving or simply cannot do enough. This is enough to ensure that disharmony festers within the workplace. However, by ensuring that each employee has the opportunity to succeed you will breed a feeling of success. Many sales related jobs are left because the employer simply expects too much from their staff and gives them no opportunity to better themselves or their situation.
Your employees know how busy you are. However, by taking the time to listen to their concerns and address them, you’re not only showing the employee that you care about their concerns but are pro-active enough to do something about them – giving them the overall impression that they’re important to you.
From your point of view, research has shown that training and development of employees can dramatically improve their performance. This is of course immediately beneficial for you. However, from their perspective, the employer who takes the time to recognise the needs or talents of their staff and develop this with effective and appropriate training is the employer they want to continue working for.
One of the many gripes from employees is that their employer doesn’t care about them on a personal level. Whether they’re having personal issues, problems with childcare or simply find that they work more effectively outside of your normal routine (i.e. from home, earlier in the morning or later in the day), then offer them the flexibility to do so. Whilst rigid rules are necessary in some jobs, other employers simply enforce rigid schedules because they can or because it’s tradition – and ultimately lose out.