Your employees are jumping ship and you’re questioning everything from salary to dress down Friday. Was it something you did or said?

It is common place for a certain percentage of staff to leave, however if this number is over and above what is classed as normal then it will become difficult for you and your employees.

It could leave you with skills shortages, huge handovers to do and exit interviews to complete as well as recruiting and training new staff. Not to mention the whip round for leaving gifts. It can be come personally and physically quite costly for the whole team.

So, what can you do to spot the signs early and prevent this from happening?

  • You need to look at retaining good staff, this starts with hiring the right ones to begin with. Look at your recruitment process in depth; do you bring the right calibre of candidate on board or settle for second best because you’re to busy to do it right?
  • If you have a recruitment / HR team, they are there to support your business by attracting the RIGHT Talent. If you don’t have this option, then perhaps look to work with a recruitment agency that will come out and look to understand your business so that they can go away to recruit the best people for you.
  • Do you conduct regular 121’s and appraisals with your staff? Having one annual appraisal each year is not enough to get the best out of your employees and let them know that you are there to support them. Perhaps look at 2 appraisals a year and then more regular, less informal 121’s, so that you can see what your team are doing on a regular basis, train and develop them as well as look at their personal development / performance management. This way they will feel more valued and you can work with them, rather than against them and prevent any issues that may arise.
  • Now you are speaking to your staff more regularly they may be able to give you suggestions and ideas of what you could change within the business. Be open minded as these could be good ideas around staff incentives and team building exercises. They could also be ideas about changes they could make to their roles; they are the best people to suggest these changes as they are working in these roles every day. Remember not all suggestions will be right but let your staff know that you are willing to listen and consider what they say.
  • The exit interview should always happen when an employee leaves, however you shouldn’t have too many to do if you are implementing the changes we have already mentioned. An exit interview gives you So make sure you take the time to listen to them and find out why they started looking elsewhere in the first place, it could be great intel to foresee and prevent a potential wave moving forward.
  • Everyone could leave at some point, so you should put a contingency plan in place in order to be more prepared. This could involve sharing an employee’s tasks for an interim period until a replacement has been found, train your staff to be able to step up when needed or promote them permanently. Do you have online security around login details and important information, can you get access to documents and work completed if someone leaves? All of these could help you be more prepared in the future.

You can not prevent your employees from leaving but you should always try and keep this number to a minimum and retain your good staff to the best of your ability.

If you would like to speak to us more about your recruitment and retention plans for this year, you can call the office 01723 313505 or click here