Top tips to retain key staff members

Despite reports from the Chartered Institute of Personnel and Development suggesting that companies have found it progressively easier to retain staff since the beginning of the decade, employers are being warned to guard against complacency.

ìAlthough the figures are encouraging, it is important not to get carried away ñ over two thirds of employers still say that they have difficulty retaining staff,î cautions Kevin Riley, Director at Carlton Resource Solutions. ìAlthough keeping staff can be an issue for employers high retention rates are not impossible. Over the last three years Carlton has bucked the trend and maintained a 90% staff retention rate; this is due to our ongoing commitment to our people who are the most important element of our success.î

Kevin adds, ìWith the employment market being so buoyant at the moment, it is essentially a ëbuyerís marketí for many workers who are finding that their skills are increasingly in demand. Indeed the most talented can pick and choose their assignments and remuneration packages. With this in mind it is vital that employers do their utmost to retain staff.î

Itís not always the case that augmenting an employeeís salary and benefits package is enough to keep them satisfied, so Kevin offers these alternative tips to employers to help them retain key personnel.

Set up an induction program
ìThis is an area which employers often overlook. But getting it right can mean the difference between holding onto staff and seeing them leave for elsewhere. Take the time to prepare a structured introduction program for them, and remember that it will take time for them to adapt to how your workplace functions. Hold review sessions with them so that they can raise any queries they might have.î

Work environment
ìTry to make work an enjoyable place to be. Keep the premises in good order, and perhaps consider redecorating the workplace. Even little touches can make a difference, like providing baskets of fresh fruit. Ask your staff for their ideas too.î

Be flexible
ìBy allowing staff to work flexible hours, you can help them maintain a positive work life balance. Set ëcore hoursí around which to structure their day, and let them choose when to make up their hours. Whether it allows them to drop the kids off at school, to care for an elderly relative or even just to catch up with paying bills, many employees will think twice before giving up an adaptable working pattern.î

Donít be afraid of feedback
ìOne of the biggest gripes for employees is that they feel that their superiors donít listen to them. This often leads to frustration and disillusionment, so avoid this by setting up a feedback mechanism, with a prompt, transparent process. Remember, your staff are the ones on the ëfront-lineí, so are ideally placed to suggest alternative ways of doing things.î

Communication is key
ìThe importance of good communication cannot be overstated. Remember that a good dialogue is a two-way process, so donít forget to listen to, and act on, any questions or comments from employees. Above all, make sure you share information with the staff quickly and clearly.î

SUPER-vision
ìStaff appreciate appropriate supervision ñ this doesnít mean that they want to be watched constantly, but they do want advice and support from superiors. Regular appraisals and evaluations can be particularly useful, especially if you use them to recognize their achievements as well.î

Training
ìTake advantage of any relevant training opportunities ñ this is anther great way to ensure staff donít look elsewhere for a fresh challenge. The best employees will always be concerned about learning more and continuing their development, so make sure that they do it with your company. Take care that the education is relevant to each individual and their career development.î

Utilise their expertise in other areas
ìStaff often leave jobs because they feel undervalued. Although itís not always possible to promote every deserving member of staff, look at providing them with other opportunities within the organization. Whether itís asking them for their input on other projects or tasks, or moving them to a different role, let them know that their skills are being recognized, and are valued, and give them the chance to broaden their experience. The new challenge may stop them feeling stale and seeking something new.î

Safety first
ìTry and provide as much job security as possible. Many businesses try to get the best out of staff by making work a highly competitive environment (like Enronís infamous ërank and yankí policy), but these strategies do nothing to engender loyalty amongst employees ñ in the long-term they create instability, because if staff feel their position is threatened, they will always be keeping an eye out for other jobs.î

ìSometimes however, you have to accept that people just want a change of sceneryî, says Kevin, ìand that itís not necessarily your fault if they do. If you follow these tips though, hopefully it wonít be a scenario you have to consider too often.î

Established in Aberdeen in 1981, Carlton Resource Solutions (Carlton) has grown and developed to cover all geographic regions through its operational hubs in Aberdeen and London. Recruiting for a wide range of technical and non-technical opportunities, Carlton matches candidates to employers across the full spectrum of occupations in the accountancy and finance, commercial, HR and training, industrial, information technology, technical and engineering disciplines, in both public sector and other corporate environments. Carlton recruits for permanent, contract or temporary placements. With plans at an advanced stage to open offices in Calgary and the Middle East, Carlton will indeed be recognised as a truly global recruitment provider.