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The Five Golden Rules of Staff Retention

Hiring and training costs business big money, let alone if they are experiencing high volumes of staff turnover or disengagement. While natural attrition will happen and people will relocate – whether through leaving the workforce all together to start a family or travel – they may get given an opportunity too good to refuse. If you fear you may lose your star players due to lack of motivation, there are something that employers can do to ensure they are creating a culture that staff want to work in.

Read on to find out five rules that will help keep staff happy and loyal.

Hire The Right Person

Understand that there is no perfect applicant. While skills, experience and qualifications are important, perhaps even more important is finding the person with a great attitude who embodies the company’s values and is a good cultural fit for the team they will be working with. Hiring the wrong person doesn’t just impact them, it also impacts their colleagues.

Offer Opportunities for Professional Development

Perceived lack of career direction and progression is often cited as a reason for leaving in exit interviews, so it is crucial that businesses are doing everything they can to help their team meet their long term career goals. Registered training providers like etrainu offer a range of courses and certifications that are available via flexible delivery – see etrainu.com for more information.

Staff Retention

Staff Retention

Be Genuinely Flexible

Staff should feel like they can discuss their dreams and goals – both professional and personal – with their manager and know that they will be supported, encouraged and offered ways that they can stay with the business while achieving what they want to do. Options for things like purchased leave, career breaks, and flexible rostering are all great ways to help meet business and staff’s personal objectives.

Ask Staff What They Want

An anonymous annual Employee Satisfaction Survey is a great way for the business to find out what people like – and don’t like – about working there. If possible, try to have this coordinated by a third party so that the questions are developed to give usable data back and the team feel as though they can respond candidly without fear of reprisal. Not only does the business find out valuable data that can help find opportunity for improvement, but staff also feel valued when asked for their opinion.

Do Exit Interviews

Even when staff resign for their own reasons they may still have opinions about how the organisation can improve, so it is crucial that exit interviews are completed every time somebody leaves the business. If possible, try not to have them completed with the person’s line manager. Ideally HR should be conducting face to face interviews or providing an online/written survey for exiting staff to complete.

While following these rules doesn’t guarantee that nobody will ever leave, it does ensure that people aren’t leaving when a simple change could have made them stay.

What do you think the golden rule for staff retention is?

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