1. Hire the right people
Struggling to find good candidates / Employing the wrong candidates speak to revival resourcing today, we can help find the best candidates for you.
2. Start as you mean to go on.
Ensure from day one you are giving your new employee your time, The right training and support, this should continue throughout their employment.
3. Employee engagement.
Ensure that you keep connected with your employees. Make them feel like a vital part of the team and not just a number. Ensure you are setting time aside for appraisals, team talks, One to one chats and general office conversation. Make sure you are scheduling appointments for Proper return to work conversations, Maintain contact if someone is off work for a while (just checking to see how you are) Ensuring that communication is always open will mean that you are the first to know about problems and not the last, by the time you have received an employee’s notice its possibly too late.
4. Offer Benefits
These do not have to be expensive but can ensure that candidates are happy in their roles. Some ideas.
- The ability to have the radio on in the office
- The odd dress down day/dress down Friday
- Employee breakfast as a 1 off, as a monthly or quarterly benefit (easier if you have an onsite canteen but if not maybe you can make a deal with your local sandwich shop, Café or takeaway.
- Lunch Meeting – Each employee can bring their own lunch but maybe as a 1 off or once in a blue moon all get together and have a catch up over lunch, if it’s nice take it outside.
- Have a morning meeting, plan the day, look for challenges and get the input and ideas from staff (have a different person take the meeting each day) this doesn’t need to take any longer than 10 minutes.
- If you offer a number of employee benefits can employees have a choice of which ones they have?
5. Be open about future plans and opportunities
Ensure you keep your staff up to date with training opportunities, Find out how they would like to progress and help them achieve this, Let individuals know their appreciated and put together personal business plans that will materialise. Let individuals know how they could progress and give them time to work on this.
6. Conduct a proper exit interview
If you are at the stage where you have received a resignation letter as your employee thinks they will get a better opportunity elsewhere make sure you conduct a proper exit interview and find out why they are leaving. This is your last chance to see if there is anything you can do to change their mind or take it as an opportunity to learn what went wrong and maybe prevent this from happening in the future.
