Recruiting staff well is a good start, but your strategy is impotent if the same staff cannot be retained. We’re seeing these issues even in broader organizations like the military, where recruitment of skilled individuals is at an all-time high, but so is the turnover and more people leaving at the minimum possible term of their contract.
If you’ve had a tough time with your retention, that could highlight a number of issues within your brand. It’s important to recognize that this doesn’t happen in a vacuum – for the most part if staff are leaving sooner than average in your industry (even though sectors like hospitality tend to have high turnover rates on average), this is happening for a reason, and not accidentally. Of course, asking resigning staff for the reason may or may not give you an accurate answer, so it’s best to rely on further information gathering than this.
In this post, we’ll discuss how to finally fix your staff retention issues and what that might mean in a broader context. Without further ado, please consider:
Manage A Dip In Your Workforce
As you learn what the major issues are and how to recover from them, you may have a gap in your workforce or several specialisms that need assistance. Luckily, with services like Reed PS, you can find the correct consultants and interim help to properly establish the skills you need. This means that in the long run, the remedies you take will be implemented with forethought and not desperation, which can only lead to poor business planning and faulty outcomes.
Offer Better Training & Internal Promotion Possibilities
It’s important to be diligent about the internal promotion possibilities you curate within your firm. Also, integrating appropriate staff training exercises, be that attending lectures, using credits for educational purposes, or work shadowing programs can be a massive boon. When staff at any level can see the forward-looking potential of a role with your organization, they’ll be less likely to take any training or experience they have and use it for the benefit of another firm in your sector. As such, training people, with the promise of future development, convinces them to stay at your firm.
Inspect & Correct Your Company Culture
It’s absolutely essential to make sure your company culture is properly cultivated, because toxic or damaging work environments can gain your business a poor reputation like almost nothing else. With a focus on correcting difficulties, a no tolerance policy for harassment, and ensuring accountability is correctly handled, staff feels as though they can safely report issues and move forward with a sense of confidence, knowing they shouldn’t feel ashamed about any steps you’re undertaking towards resolving the problems. When staff feel safe enough to report issues, when toxicity is never allowed, when you invest in team-building exercises and training and make the office or workplace a pleasant place to occupy – more and more people will hope to stick with you.
With this advice, you’re sure to finally fix those staff retention issues.