Statistics from the ONS show that there was a record high of job-to-job moves in the first quarter of 2022, reaching almost one million. Most of these were driven by workers voluntarily moving as the Great Resignation swept its way across the UK, with no sign of it slowing as we move towards 2023.
With this in mind, many employers will be wondering what they can do to better retain staff. Below, we have provided some top tips for employers on retaining and recruiting staff during the Great Resignation.
Retaining and recruiting staff during the Great Resignation
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Recruit and on-board deliberately
Trying to ensure that an employee stays with the business for a long time begins as early as the recruitment process and continues into their first weeks of employment. While a new recruit is being introduced to the business, it is important to set clear and concise expectations of what the job will involve and their expected responsibilities.
Overpromising during the recruitment process can quickly impact motivation and engagement, so be careful to try and accurately represent what life is like at your business from the outset and give careful thought to steps you can take to successfully integrate the employee into the business.
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Set clear development pathways
Most employees want a clear development and career progression pathway. Not only does this benefit both them and the business by strengthening skills, but it proves that you value and recognise their contributions and are willing to invest in them as valued members of the team. Consider also providing employees with the opportunity to undertake job-specific training in order to enhance and broaden their skills, supporting future career progression.
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Workplace culture and perks
Organisations need to carefully consider and plan how they communicate their values and behaviours. Are there gaps in the current offering that competitors are shouting about? What can your business do differently to stand out from the crowd? For example, is flexible working not only allowed but encouraged? How else can you support the work-life balance that is so important to modern employees?
Other perks, such as more annual leave for significant days or longer serving employees, or occasional office lunches or dinners are also a relatively low-cost way of boosting employee satisfaction and, subsequently, retention.
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Listen
Ultimately, one of the best ways to ensure your employees feel satisfied is to listen to what they say and invite feedback. It helps to show that you are committed to addressing worker concerns and consider their views to be valuable. There are a variety of tools to do this – from online anonymous surveys to the traditional suggestion box.
However, it is important to not only take suggestions but to show you are properly considering suggestions and comments that are made and taking action where appropriate.
How we can help?
Organisations must take stock of the current employment market and use it as an opportunity to take a view of their business to ensure that it reflects the needs and aspirations of their current and future workforce.
For any advice on the subjects discussed in this article, please contact a member of our expert Employment Law team in Derby, Leicester, or Nottingham on 0800 024 1976 or via our online enquiry form if you require any assistance concerning the subjects discussed in this article.
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