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employee development
Are your employees planning to move on in 2015
Employee Moving

According to a recent survey from the Institute of Leadership & Management (ILM), 35% of people who changed jobs in 2014 did it for better opportunities to progress. This was also the top reason given for people planning to leave their job in 2015.

Other reasons were a better salary closely followed by a more interesting role; less important, it seems is looking for better management and feeling underappreciated.

So here are nine ways you can improve your chances of keeping staff in 2015:

  1. Make line managers accountable for staff turnover –include the issue in their appraisal objectives. You will, of course, need to ensure that your line managers are trained to be good managers.
  2. Career development and progression - maximise opportunities for employees to develop their skills and move on in their careers. You need to ensure you understand and manage people’s career expectations. Where promotions are not feasible, look for sideways moves that vary experience and make the work more interesting. It may also be worth considering offering support for training that is not directly related to the employees’ role.
  3. Consult employees - ensure wherever possible that employees have a 'voice' through regular appraisals, attitude surveys, grievance systems and generally an open door policy.  It is important to be seen to follow up on any issues – too often employees are asked for their views but then hear nothing further.
  4. Be flexible - wherever possible accommodate individual preferences on working hours and times. Where employees are forced to work hours that do not suit their domestic responsibilities they will invariably consider looking for another job that can offer flexibility.
  5. Avoid a culture of 'presenteeism' - where people feel obliged to work longer hours than are necessary simply to impress management.
  6. Job security - provide as much job security as possible. Employees who are made to feel that their jobs are precarious may put a great deal of effort in to impress, but they are also likely to be looking for more secure employment at the same time.
  7. Treat people fairly - a perception of unfairness, whatever the management view of the issue, is a major cause of voluntary resignations. For example, perceived unfairness in the salary is very likely to lead to resignations.
  8. Defend your Company - against headhunters and others seeking to attract your staff, for example by refusing to do business with agents who have poached staff.
  9. Pay them correctly – by keeping a tab on industry standards and then structure employee salary, bonus and benefits according to where you want to be in the market.

We can help you with all of the above, so give us a call on 01628-622722 or contact us by clicking here if you have any questions about retaining your staff.

1 Jones House
High Street
Tel +44 (0) 1628 622722

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We can help you hire and retain the best employees, manage your employees more successfully, and improve employee motivation. Whatever your HR outsourcing needs, In2HR can assist any company within the Thames Valley areas, including Berkshire, Buckinghamshire, Oxon and Surrey. So why not contact us today.

employee development
in2hr.co.uk  2 Teaseltun  Fleet  Hampshire  GU51 5BY  Tel 07917-358547
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