It’s a fact, staff turnover costs your business financially and the recruitment process can be an additional load that you simply don’t need. There are trackable expenses such as recruitment and advertising but there are many intangible costs that are not so easy to determine. Lost productivity is an obvious one but it isn’t just limited to lost output when a role is not back-filled before your incumbent departs – it’s also the efficiency of a new employee who won’t be as quick as the experienced team member they replace. And don’t forget the reallocation of time and attention that impacts you or your staff that are involved in the recruitment, onboarding and training a new team member. And for some businesses, these costs are just the tip of the iceberg when it comes to staff turnover.
There is no real way to avoid people leaving a company but working on your retention and looking after the people that help make your business a success, can help you reduce the number of departures and minimise these overheads whilst further enhancing a positive, engaged team with increased productivity as a result. To that end, we have seven quick tips to help you build an employee retention strategy that delivers results.
Your preferred candidate has accepted the job and the start date has been agreed. Awesome. He’ll rock up in a week and you can pop him in Kevin’s old cubicle, and a new era begins you think to yourself as you move on to the next job on your to do list.
If this is what it looks like when you have a new recruit, then you have just set your new gun hire up for failure. But I hired someone smart and experienced I hear you cry. Surely they can just get in there and get stuff done. Well yes, they most likely will jump in if they are as good as you think, but we’ve got some tips that will help you transition them into your business and provide an excellent base for success. After all, you’ve put some real effort into finding the right person – you must want it to work out long term!
Dina Fergadiotis - HR Advisor
A positive change by business leaders is the recent focus on workplace culture, wellness and morale. If businesses are not ahead of the game, they risk losing valued and talented employees to a workplace with a higher morale or stronger culture. With a tough talent market – good, great and especially exceptional employees are really hard to find. High quality candidates have a lot of options and when they are tossing up which position to accept they are certainly more likely to choose a business that is known for its positive workplace culture and morale. Not only do these businesses secure the best candidates, they are able to deliver long term and high levels of engagement and satisfaction throughout their employment – win-win for businesses and employees!
So what's your workplace morale like and is it worth all the effort to make changes to boost it?
Danielle Stone - HR Advisor
Flexible working arrangements have become the new normal in workplaces in recent years. Until recently, it was mostly working parents that requested greater flexibility in the workplace but over time it has become far more common for a diverse range of employees to request a transition to flexible working arrangements for a variety of reasons.
So as a business leader, should you consider these requests?
Yes! In a perfect world, all businesses would be able to offer their employees such flexibility as there are significant benefits to you as an employer, as well as to your employees, but in reality, there are many things to consider.
The art of communication is the language of leadership – James Humes
Without doubt, we’ve all experienced a time (or many times) when we have had to sit through a presentation, a meeting or just a one on one conversation where the thought of poking your eye out held more appeal. Poor communicators can make the experience excruciating for those on the receiving end. As to the message that the orator is trying to deliver - there is no possible way it’s making its way through! If the audience hasn’t simply zoned out, they will be checking their Facebook pages or plotting their escape route.
We all want to make sure our message is heard, so we have 5 quick tips that will improve your communication skills.....
Dina Fergadiotis - HR Advisor
If there is one thing that employers dread it is that knock on the door from an employee eager to talk about their salary. Does that sound familiar?
Sometimes the business cannot afford to increase employee salaries which is absolutely okay! Sometimes you may have a small amount you can afford to spend, but you simply can’t increase your overall wages bill. In fact, you don’t actually have to increase the salary of your employees every year. The only obligation an employer MUST MEET is to ensure their employees’ hourly rate is at least the minimum requirements under the relevant Modern Award.
There are plenty of other ways to reward employees, keep them engaged with the business and keep them motivated in their roles. We have listed a few creative options below that we know work!
The HR Staff n' Stuff team all contribute to our blogs. Enjoy the read!