What Can You Do To Retain Employees In 2018?

What Can You Do To Retain Employees In 2018?

It’s no secret that January tends to be a time of year when more people start looking at their career options and considering a change. For employers, this can be worrying, especially if you see a number of members of staff all leaving at the same time.

If you’re concerned about staff retention going into 2018, you may want to look into some simple steps you can take to make your employees feel happier, more motivated and more appreciated as January arrives.

HR Magazine recently offered some advice as to what measures you can introduce to improve staff retention in the new year, as well as rating each for its effectiveness at making employees ‘stick’.

Among the suggestions is to listen to your members of staff. Regularly scheduling meetings between senior members of staff and others across an organisation can be a good way to make people feel like they are valued.

Of course, for this to truly work you need to take onboard some of their suggestions to help bring about positive change in the workplace.

Another recommendation is to have what Sandy Middleton, senior HR manager at Racepoint Global, described as “skip-level meetings”. This is where employees are able to meet with their manager’s manager to discuss their career aspirations.

“Make use of that to develop individual plans that retain your high potential staff, and make them feel listened to and valued,” Ms Middleton stated.

If any of your managers are nervous of doing this, you could also run training for them to become a better listener, helping them develop their own skills that can then be used to support others in your teams.

Following on from this, having a way of developing talent is vital for boosting employee retention at every level. The publication notes that the main advantage to launching a talent development scheme within your firm is that it gives people a clear way of advancing their career without having to move jobs.

You can work on creating your own in-house development programme, or you can use external training providers to deliver courses at various points throughout the year.

Another area to look at is your office culture and whether you could make any changes that will significantly boost employee morale. This could be something along the lines of everyone finishing work early on a Friday, or encouraging everyone to take regular screen breaks throughout the day.

Allowing more flexible working, or even introducing a larger benefit – like unlimited employee leave, provided all the work gets done – are other options you could look into.

If you have noticed that you have a spike in staff turnover, it could be worth investigating the reasons behind it. A recent survey by Investors in People found that almost half (49 per cent) of workers said that poor management was a reason for them to seek new employment.

In addition, 31 per cent of those surveyed said they would prefer their employer to take a more flexible approach to working than to award them a three per cent pay rise, indicating that money isn’t the be-all and end-all for many people.