Retaining & Attracting Staff


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Retaining & Attracting Staff tells you how you can make sure that your staff are happy and will stay with you whilst attracting fresh talent and keeping them too!

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Retaining & Attracting Staff

  1. 1. Retaining & Attracting the Best Talent
  2. 2. "Success breeds success" "We all want to be part of a winning team."
  3. 3. These are a couple of well know phrases, but when it comes to retaining your best people & attracting similar team members to your business, they are vital parts of the thought process. The message is a simple one, by retaining your best team members who create success in your business, you will attract more like minded & high quality individuals.
  4. 4. Leigh Brannan’s piece on ‘the 7 reasons employees leave’ cites four pillars of employee motivation as Trust, Hope, Worth and Competence. To put this into practical terms, this means we need to communicate well, provide a clear vision for career progression. How do you go about retaining your best talent?
  5. 5. Reward & recognise our staff for their achievements & their contribution to business success & to train them to a level where they feel confident to deliver their role well. Importantly, this training is for all staff, and in particular managers, because training managers impacts both the manager (usually a high performing team member) & also up & coming team members. How do you go about retaining your best talent?
  6. 6. Research suggests that 50% of staff will leave if they don’t have a good relationship with their line manager. How do you go about retaining your best talent?
  7. 7. So let’s break that down those key areas!
  8. 8. In basic terms communicating regularly & clearly with employees will keep those employees engaged. There is significant evidence that points to increased motivation, productivity & longevity of engaged employees. Communication
  9. 9. Being open & transparent so that team members are aware of how the business is performing is a powerful way of creating a strong team environment. Not only do people enjoy knowing how the business is doing, but in addition they want to work with you to improve that. Keep team members informed of the company’s success & progress
  10. 10. From the youngest to the most experienced member of your team, a new idea or a fresh perspective could have significant impact. Give all staff the opportunity to contribute to the business & then follow up on this. Creating environments such as brainstorm session or similar creates the opportunity for two way communication on key issues and makes sure people feel heard. Make it a meaningful two way process
  11. 11. As communication evolves are there other ways in which people can be kept up to date with what is happening in the business, of course face to face communication through presentations & team meetings is key, but social media also may have a role to play. The key is to be regular in communication and in a format which your team will engage with. Don’t just use email
  12. 12. Whether your business is large or small, creating opportunities for staff, managers & leaders to meet and talk, creates a culture of openness & of a team. Team Networking Opportunities Career Progression Staff members need to see that by staying with your business rather than moving elsewhere that not only are they contributing to the success of the business, but also that their career is moving forward & that they are developing.
  13. 13. A key part of management & retaining your best people, will be about understanding where the person wants to get to in a business. Then working with them you can create a career development plan which they will be working towards. This plan will clearly be about contributing to the businesses success, but by having an individual plan, the person can visualise what their hard work & success will give them as a result. Make it clear it’s available By showing early on that career progression is something that happens in your business, & that they can achieve it, you demonstrate that if performance warrants it & if the person ‘wants it’, they can progress. Listen & make a plan
  14. 14. Exposing good people to as many people from within (and sometimes outside) & organisation is an excellent way of showing the benefits of a career with your business, but also is an excellent way to give people access to new knowledge & skills which they may not experience in their current role. Don’t always promote Very often, high performing individuals are high performing because they enjoy their job and are highly competent at it. They may not want to progress at this time. That doesn’t mean they shouldn’t be challenged, but rather that as managers we listen to people & understand what they want at any time. Set up mentoring
  15. 15. Giving staff training in areas which actually make a difference to the success of the business is vital because not only does it mean your staff will be skilled in important areas for your business, but will also see the value of both the training & their on-going contribution. Staff Training The cost of bot training staff is best considered when you consider what might happen if untrained staff stay in your business. What could be the impact? On the other side, for high performing talent, they want to be surrounded by competent and other high quality people. Staff training delivers this as well as helping to contribute to career progression as detailed above. Identify the skills which are core to the success of the business
  16. 16. If staff know that they can utilise & access training at times when they need to develop, this helps with their career development as well as showing them that as an organisation you are committed to training. Get staff involved in projects that fit their development needs Allocating staff to projects and in areas of projects where they will be either using newly trained skills or learning new skills from others within the team as they work is a very effective method of improving staff skill levels. Be explicit about the learning and development you are looking for the person to get from this. Create a clear training programme
  17. 17. The ability of your managers to coach team members rather than dictating jobs & moving on will be the difference between a motivated & engaged member of staff & a disillusioned one. Being able to guide & help staff find their best skills & talents gives the company & the individual the best opportunity to succeed. Train the managers Whether you have an inspirational leader in the business or not, the key person in most staff members working life at any time is their line manager. Very often it is their ability to get the best out of and work with their team which influences the retention or otherwise of high quality staff. Managers should be coaches
  18. 18. Managers need to be trained to give both positive & negative feedback to staff in a timely & relevant way. Leaving recognition or performance issues until an arbitrary time for a review will mean that the good & bad performance will likely be forgotten. Employees value immediate feedback & this helps keep progression plans on track. Empower managers to reward exceptional performance Rewarding employees who perform well so that they and others become aware that individual achievements are recognised is a great way to increase morale. This will motivate top performing employees and also act as an initiative for low performers to work more effectively. Encourage feedback at the time not once a year!
  19. 19. And how does this contribute to attracting talent?
  20. 20. If your business has highly motivated, high performing individuals, this invariably attracts more of the same kind of individual. High quality staff are looking for career development, personal development & training & a culture of reward & recognition. If you can create these things, then the right people will want to join your organisation. That is why it is retain and attract not attract & retain. In order for the best to want to join your business, they need to see that the best who are with you want to stay with you So we come back to "success breeds success".
  21. 21. Why not contact one of our business advisors at Pathway Group who can point you in the right direction. Call: 0121 707 0550 E-mail: For more business advice visit: Want to get started? Pathway can help! Pathway group have a number of courses to help managers & staff in your business. From an online course to more tailored support & advice.