It’s a familiar story for many UK employers at the moment: finding and keeping staff is one of the most problematic parts of running their business.
We’ve spoken a lot about The Great Resignation on the Enjoy Benefits blog, and it hasn’t gone away. A 2022 survey by accounting firm PwC has found that 18% of global workers say they are “very or extremely likely” to switch jobs in a year.
And a further 32% said they are moderately or slightly likely to change jobs, in the study of more than 52,000 workers across 44 countries – which includes 2,000 workers here in the UK.
But while advertising for new staff, recruiting and then onboarding new employees can swallow up a lot of management time, let’s not forget about the staff who stay behind.
In a recent article in Harvard Business Review, Debbie Cohen and Kate Roeske Zummer – leadership gurus and founders of HumanityWorks – point out that the marketplace for talent has shifted along with all the other changes that the pandemic has brought to businesses.
Recognising the staff you retain
“You need to think of your employees like customers and put thoughtful attention into retaining them. This is the first step to slow attrition and regain your growth curve,” they say.
“Your employees can feel ignored in the fever to hire new people, or under appreciated for the effort they make to keep the business moving forward.”.
So, what do you do? Make sure you recognise them for who they are and what they are contributing, say Debbie and Kate.
They advise leaders to take these four steps below, to make sure staff feel that you’re paying attention to them and value what they bring to your business in these challenging times.
1. Consider your impact
As a leader, be aware of how you’re showing up. If staff shortages are making you worried and stressed, how are these frustrations being experienced by others?
Are you unintentionally adding to their fear and uncertainty? Stay conscious of the environment that you are creating for the staff who are still with you and make things feel positive even though they are undoubtedly challenging.
2. Tune into new possibilities
Change can be disruptive, but it can also be exciting and filled with potential. Staff who’ve remained in the business have new opportunities to advance and develop.
Hiring a lot of new staff at the same time brings in new thinking and allows you to create a fresh new culture. Look to the distance and consider where you’d like your business to be in three, six or twelve months’ time when this disruptive period is over. Keep this vision in mind when the waters feel choppy.
3. It’s OK to move on
With so many staff leaving their jobs during this time, it’s wise to accept that this is part of the new way of working. Gone are jobs for life, and most people will spend time at your organisation for part of their career rather than all of it.
Leaving will be part of most people’s journey with you, so make it a normal thing in your company’s culture that you’re prepared for.
Remember, the staff who’ve stayed behind are watching, so let them know that it’s OK to leave when that time comes.
4. Respect and reward your employees
Debbie and Kate recommend ‘re-recruiting’ your staff who’ve stayed behind. By that they mean: consider what conversations would be like if you were recruiting them to the company.
Spend time understanding their motivations and ambition. Identify opportunities within the business for them to fulfil these dreams. People want to know they are making a difference, so help them see and claim the contribution they’re making during uncertain times.
And keep it going – these aren’t just one-time talks but need to be ongoing conversations with your loyal staff.
The value of staff benefits
Enjoy Benefits specialises in providing benefits and rewards to businesses so that you can make your staff feel valued and supported.
Most people work for the satisfaction of a job well done and for the income this earns them. But feeling part of something bigger, and valued for one’s contribution, requires more than a monthly pay slip.
Employee benefits make staff members feel valued and seen as individuals. Benefits support them, and their families, in areas of their lives outside of work.
Take a look at the benefits we can offer to your company – from childcare voucher schemes and nursery benefits to critical illness cover, car leasing schemes and so much more.
Our benefits make a difference to employees’ lives, and they can actually save your business money for every pound spent.
Get in touch today to find out more about employee benefits for your staff. They will be an important part of your toolkit for retaining your valuable employees.
About Enjoy Benefits
To find out more about fitness benefits covered in this blog, take a look at all the benefits we offer, or get in touch with us for an obligation-free chat.
At Enjoy Benefits, we have great experience in helping companies of all sizes introduce benefits that are suitable for their workplace.
Benefits are easy to set up and ongoing administration is then run through a hub, allowing employees to manage their own benefits while the employer can see which benefits are proving popular and what level of take-up each has had.
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