When you reach a stage where your business is ready for its first recruit, it might feel like a terrific milestone.
There’s no doubt that this is completely the case but here’s a word of warning; you’re about to jump into an expensive minefield.
The worst thing of all when it comes to this topic is that once you have parted with the money (and it’s more than you might initially think) to make your hire – you tend to have a job to retain them. Competition is fierce out there and it means that the process of recruiting and retaining is a huge merry-go-round.
Well, we can’t promise to have all of the answers today, but this article will look at some of the ways in which you can at least increase the chances of your staff remaining at your company for a long time to come.
Using employee rewards openly
This is one of the more “modern-day” tips, so to speak, but it can work like a real charm.
In short, we are referring to systems like Zest employee benefits. These are able to display the benefits that employees have available to them in a form of portal – meaning that staff are effectively reminded of the things they can take advantage of on a regular basis. This can be a really important system, as once a member of staff has started to get into the groove of working for a company they can start to forget the small benefits that may have attracted them in the first place.
The power of being flexible
Next on the list is something that has gathered some real traction over the last few years. Once regarded as something which was seen as a huge benefit only available to a select few, flexible working has almost become normal. It means that any company who can’t accommodate with this is very likely to lose out to competitors.
Of course, there are different forms of flexible working. For some companies it might be allowing employees to start and finish the day at earlier times, while in more advanced cases it might revolve around “banking” hours across the course of a month.
Allowing people to add value
Something that has come to light over recent years is that employees aren’t necessarily triggered by just extrinsic benefits.
While salary increases and the like are obviously appreciated, studies have found that simply knowing they are having a useful contribution within an organisation can be enough to keep their motivational levels strong
As such, hand out responsibilities and on the back of this, always keep promotion routes for your workers clear.
Giving training opportunities
Finally, let’s talk about training. Once upon a time, employers were desperate to avoid this – it was something that perhaps increased the chances of their staff leaving.
Well, if you use out shrewdly it can help you all. It can help your employees develop new skills and develop within your organisation, and it can help you increase the chances of internal promotion opportunities. Naturally, both go hand-in-hand with employee retention.
