Need to Improve Your Retention Rates?

Gareth Jeffrey reveals the guiding principles that keep his staff retention rates at 94%.

They say that it takes a village to raise a child. For those in business, it takes a company to raise a workforce.

If you are in charge of a team or a whole workforce then there is a burden of responsibility to develop them both for their own happiness as well as for the company profits.

Match new staff to the corporate culture

The first step is to match new staff to the corporate culture, and here the recruitment process is critical. In principle, this sounds simple, but it is much more difficult in reality.

It’s important that a number of different people within the business interview the candidate, allowing a multidimensional view of their ability to fit in and their transferable skills to do the job advertised.

A structured training programme can inspire the workforce

Let’s be honest, no one necessarily has 100% of the skills and knowledge when they arrive. It is up to the business to invest in its staff and give them the tools to grow.

Still, this cannot be a walk in the park – in our company 75% of staff don’t complete the three-month training period.

For those that succeed, the return is a team that will invest themselves in the business, propelling the company forward. A structured training programme that maps to a clear set of roles and responsibilities is an inspiration to the workforce.

Allow a margin of flexibility for swapping shifts

Office life has changed, thanks to the arrival of new technology and consumer expectations of an always-on, always-available point of contact. People want to talk to a person, regardless of the time of day, rather than leave a voicemail – 80% will not leave a message.

So, if your business supports this 24/7 working culture, then you’ll know that the standard nine-to-five working day is long gone.

As long as the right number of people are working at the right time, consider whether it’s important which people they are.

If you can allow a margin of flexibility where they can swap shifts to cover child care or different religious holidays then you, as a business, will be a much-loved employer by demonstrating trust.

Set clear boundaries and provide practical – not emotional – help

Does anyone else feel like the Jeremy Kyle of the business world? Building an atmosphere of trust can open the door to being an agony aunt.

While this is good – as the team feels they can talk to someone – it is very important to remove the emotion from the situation.

As the employer, there are certain practical things that the business can help with; for example, a short-term interest-free loan to bridge a difficult time, or moving team members around if there is a problem in that area.

This does not mean that you become an automaton devoid of feelings. It sets clear boundaries where it’s practical help rather than a moaning session.

Encourage people to form tight working relationships (like a family)

A part of establishing a climate of trust and team spirit is that people form tight bonds like a family. But be realistic, you are looking for a ‘real’ family atmosphere and not a polished Hollywood version.

Things can get heated because people care about each other and the business. However, it brings people closer to support each other and engender a top-class attitude to the office.

With thanks to Gareth Jeffrey, Operations Manager at alldayPA