Loosing staff to companies offering better salaries and benefits is unavoidable, but keeping your employees happy and feeling valued is a sure way to keep your staff turnover rates down. Here we’ve pulled together some easy ways to help you hold onto valuable employees.
1.Be clear and concise from the get-go
This is as important in the advertising and interviewing stages, as it is during an employee’s time with your company.
Firstly make sure your job adverts match your roles. And if there’s an expectation that your advertised job will involve the employee occasionally ‘mucking in’ to assist with additional workload, highlight this on the job advert and in the interview, so this doesn’t come as a surprise later down the line!
Also revise the list of job responsibilities on your adverts – are these accurate and do they match the role? It is this list of duties that brings applicants through the door to interview. And if an applicant is offered the position only to find out additional duties have been tagged on, or the role doesn’t match their expectation, they’ll lose enthusiasm and likely go elsewhere.
2.Set and stick to rules
Rules exist to create expectations, consistency and to set boundaries, but all too often they are broken and bent by some staff members, and heavily enforced on others. It is these inconsistencies that’ll leave staff deflated and feeling quietly aggravated.
If however your company offers flexibility in working hours, lunch breaks and dress code for example, then roll this out across departments where possible to ensure everyone feels valued and equal.
It’s a good idea to take a look at your staff handbook to make sure company rules are up to date and perhaps think about rewording some rules that you know are often bent for the benefit of future employees coming through the door.
3.Get to know your employees
Getting to know your staff really goes a long way especially if it’s your company, you’re the director or you’re a team leader. It’s easy to focus all your energy on hitting targets, driving sales, achieving objectives, but for nearly all of us, it’s important to feel welcome and valued.
Taking an interest in your team costs absolutely nothing – a simple ‘how was your weekend?’, ‘how’d your son get on in his football match’, ‘did your cake turn out ok’ can show your colleagues that you took the time to listen and that they matter.
4. Set the tone
This leads nicely on from the last point. It’s great to take the time to get to know your staff but also how you interact with your team and colleagues can really set the tone for how others communicate.
Good communication skills are one of the most important things in a company because they create the right atmosphere to enable teams to work well together to achieve what they set out to do.
Everyone can have ‘off days’, but bad communication skills and poor attitudes should be addressed and dealt with effectively to maintain good working atmospheres and collaboration.
5. Offer support
Make it clear to your staff who they can turn to if they have a problem affecting them in or outside of work. Knowing there’s someone to speak to when you’re struggling is important regardless of company or job role.
In recent years, lots of companies have invested in an on-site councillor or helpline to assist those who need someone to talk in times of stress and acute anxiety.
6. Have some fun
We’re all human and we all need to blow off some steam or simply just take a breather from time to time. From team building days and Christmas parties to simply just circulating fun quizzes for people to get involved in – it’s great bring out the fun side in your staff and have them bond over something aside from work.
Last but definitely not least…money! The main reason we all go to work. When advertising a job, search around to check the salary you’re advertising against other similar roles in the local area.
It’s also important to keep check of how salary changes over time, or if a staff member takes on more responsibly – make sure this is rewarded with an increase in salary rather than just a new job title and a pat on the back.
So there you have 7 simply ways to help you hold onto your staff – we’re certain the list could go on forever, but we’ve found that these are some of the main underlying reasons people resign.