March 2010 Newsletter
This month we are looking at the subject of staff retention, an area that is becoming increasingly important as we continue to go through a period of economic change. This article will explore how those in HR and management roles can increase their chances of holding onto integral members of staff who will help their company to prosper.
We will explore areas of business culture, the importance of focusing on the individual and the benefits of training to aid personal development and to help management adjust to new challenges.
Culture
Office culture is integral to staff retention as there is a clear link between a pleasant and successful working environment and employees that feel motivated and engaged.
There are many ways that those in HR and management can improve their business culture. By making sure that the values and goals of the organisation are well known, a more unified and positive environment can be developed. In the same way, a working environment based on approachable communication should be encouraged to avoid members of staff feeling alienated.
Being flexible on issues about personal needs, where possible, is very important and open communication about these issues should be encouraged. For example, being able to offer flexi-time can allow people to work when they are most productive, which is a win-win situation for all involved. The ‘small business model’ works best here; a compassionate and common sense approach that acknowledges the other commitments of employees. This fosters loyalty, makes staff members feel more valued, as well as making it easier for them to manage personal commitments.
Acknowledging the individual
Acknowledging the career development ambitions of individuals is an effective way to help staff feel valued, whilst letting them develop.
Within the business environment this means that the needs of the individual, and of the company, need to be balanced. This can be done my taking steps such as working with the strengths and weaknesses of staff members, and not being afraid to tailor roles accordingly.
It is beneficial to allow job roles to grow as the members of staff performing them do, as those who stay engaged with their role and feel suitably challenged are less likely to look for outside opportunities.
Also it is very important that staff feel that the expectations of the role are realistic and that they have adequate resources to carry them out. Training is a useful resource, as it provides many concrete areas of learning that people can draw upon.
Personal Development
For management courses which develop aspects of leadership, such as delegation and how to motivate others, can help managers adapt to new situations and enhance the productivity of their teams. For example courses focusing on how to lead different personality types can help ensure that all employees are managed in the style that works best for them. For more information on leadership courses click here.
Some employees may benefit from a refresher course in a skills area that it was not possible to focus on when times were more challenging. Marketing, networking, communication, and business development skills are just some fundamental areas that employees need to continuously develop in order to keep the organisation competitive as well as ensure personal growth.
We hope you have found this exploration of staff retention methods useful, and that it will help you to develop longer term techniques based on employee contentment.
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