Keeping key staff in the New Year

The start of a New Year can sometimes mean a time of reflection for many when a New Year resolution is made.

The resolution for a new job or promotion has been found to be in the top ten resolutions alongside losing weight and quitting smoking.

This can be a worrying time for employers as it runs the risk of losing those key members of staff as January is traditionally the boom time for people looking for new jobs.

Leading Aberdeen-based employment law, HR and health & safety firm, Empire HR has been advising clients on tips on how to prevent losing those key members of staff in the coming year.

Top of the list for reasons for employees on the hunt for a new job in the New Year are that they are looking to further maximise their career, New Year brings thoughts on whether they are on the right path and they begin to think where their career is heading.

Steve Cook, CEO of Empire HR said, “It can be a sorry time when an important member of staff is lost, let alone the costs that come with filling the position left. It is important to keep staff motivated over the festive period in order to keep their interest in their job and of course the company.”

According to a 2010 survey by the CIPD the overall employee turnover rate for the UK was found to be 13.5%. The findings also revealed that organisations are experiencing most difficulty in retaining managers and professionals and that in order to retain staff employers mainly focus on increased learning and development opportunities, improving the induction process, increasing pay and improving selection techniques. Seventy-two per cent of those taking part in the survey say improving line manager HR skills is the most effective method of improving retention.

Empire HR have provided some key points that are worth considering in order to manage employee retention which include: informing and communicating with employees on a regular basis, ensuring performance management tools are in place, and reviewing employee development.

• Ensure you give candidates a realistic description of the job. Expectations will only lead to a demotivated employee in the longer term.
• Ensure line managers are responsible for managing their teams. Managers should be accountable for managing their employees through annual appraisals and regular feedback. Managers should be trained in people management and development skills.
• Clear career development and progression. Employees who are aware of their potential progression within the organisation will feel empowered. Where promotion is not feasible, sideways moves can develop their experience.
  
• Ensure there is good communication links throughout the organisation. Review communication forums or if there is nothing in place consider an employee survey to gauge opinion from the workforce.
• Consider work/life balance of employees. Consider varying working hours to support employees’ domestic responsibilities.
  

A satisfied employee will know what is expected from them whilst at work, will feel challenged and be clear on their development opportunities within the organisation. The perception of fairness and equitable treatment within the work place is important in employee retention.

To find out more on what Empire can offer your business in the New Year please contact Empire HR on 01224 701383 or visit www.empirehr.com

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