North-east businesses can ensure continued growth by putting plans in place to not only attract top staff but retain them too.
That is the view of Marcus Ross, an HR recruitment expert at Right People. He believes that by taking a strategic approach to company policies and procedures, management can reap the rewards of enhanced staff performance, improved business continuity and reduced costs.
Marcus, a senior business manager at the Aberdeen-based company, specialises in identifying HR candidates for firms including those operating in the oil and gas industry.
He said: “Improving staff retention can be one of the biggest challenges facing businesses today. On occasion, some managers can be guilty of failing to take a long-term view of their employees’ aspirations which can undermine efforts to create a successful team.
“There can be a tendency to put an individual’s career development on the back burner once they have their feet under the desk but, through taking practical steps to increase wellbeing, companies can actually foster a happier, more productive workplace.
“Businesses can utilise a number of practical initiatives which are geared towards improving employees’ performance and job satisfaction.”
Employee engagement – This links in with the creation of a company culture whereby all members of staff are actively engaged in achieving the business’ goals. Having a team where everyone is pulling in the same direction can have a positive effect on the bottom line of a firm.
Professional development – Whether it’s in-house training or membership of a professional body, companies should actively encourage team members to broaden their existing skill set and discuss opportunities for career progression.
Flexible working – While this option may not be feasible in every workplace, employees could be given the option of working alternative hours or even working from home. There is a growing trend towards embracing a more balanced work-life balance which can increase staff wellbeing.
Communication – Regardless of the size of the company, regular one-on-one communication between senior management and individual employees can play a key role in resolving any ongoing workplace issues or concerns. These points should then be followed-up to help find a suitable solution moving forward.
“If employees feel engaged in the future direction of the business then they will be less likely to move on; ultimately increasing staff retention,” added Marcus.
“By following these steps, not only will businesses be better-placed to attract leading talent but they will be less likely to lose important team members to competitors in the long-run.”