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Melbourne CBD 03 9604 2888
Contact Info
03 9604 2888
Melbourne CBD Branch Level 8 / 160 Queen Street
MELBOURNE VIC 3000
melbournecbd@horner.com.au
Mulgrave (VIC) 03 8558 4444
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03 8558 4444
Mulgrave Branch Unit 6, 12 Compark Circuit
MULGRAVE VIC 3170
mulgrave@horner.com.au
Tullamarine (VIC) 03 9335 9999
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03 9335 9999
Tullamarine Branch Unit 8, 2 Tullamarine Park Road
TULLAMARINE VIC 3043
tullamarine@horner.com.au
Sydney 1300 119 580
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1300 119 580
Sydney Branch Level 1/98-100 Moore Street,
LIVERPOOL NSW 2170
sydney@horner.com.au
Brisbane 1300 119 580
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1300 119 580
Brisbane Branch 27 James Street,
FORTITUDE VALLEY QLD 4006
brisbane@horner.com.au
Perth 1300 119 580
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1300 119 580
Perth Branch 6/132 Terrace Road,
PERTH WA 6000
perth@horner.com.au
Adelaide 1300 119 580
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1300 119 580
Adelaide Branch Suite 609/147 Pirie Street,
ADELAIDE SA 5000
adelaide@horner.com.au
Hobart 1300 119 580
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1300 119 580
Hobart Branch Level 6, 85 Macquarie Street,
HOBART TAS 7000
hobart@horner.com.au

How to keep full-time staff and grown loyalty from within

10 November 2017

Strategies for Improved Staff Retention

Why people leave…

A 2015 survey by EY of 9,700 full-time employees in eight of the world’s largest economies: the United States, Brazil, Mexico, the United Kingdom, Germany, India, China and Japan, found that people leave when;

  • departments don’t encourage teamwork (71%)
  • bosses don’t give employees some flexibility in when and where they work, such as telecommuting (65%)
  • there’s a sense that you’ll be penalised if you opt for a flexible work schedule (67%)
  • there’s very limited access to mentors 50%

Top Reasons why Workers Quit their Jobs >> CLICK HERE

Gallup Study

A new Gallup study released in April 2015 sheds new light on worker-manager relationships, finding that about 50% of the 7,200 adults surveyed left a job “to get away from their manager”, specifically those who failed to:

• Recognise achievements and acknowledge the value employees add to the organization
• Set clear expectations

Half of us quit our jobs because of bad bosses >> CLICK HERE

“Outstanding” employees listed each item among the top four reasons for their resignations;

  • Loss of faith in management 74%
  • Feeling unappreciated 67%
  • Feeling bored or unchallenged 54%
  • A highly politicised workplace 50%

(Franklin C. Ashby and Arthur R. Pell, Embracing Excellence: Become an Employer of Choice to Attract and Keep the Best Talent (Prentice Hall Press, 2001), 250-252)

Top 5 Employee Complaints

1. “It doesn’t feel good around here”
2. “They wouldn’t miss me if I was gone”
3. “I don’t get the support I need to get my job done”
4. “I don’t have any opportunity for advancement”
5. “They don’t offer adequate employee compensation”

Top 5 Employee Retention Strategies

1. Working Environment
2. Employee Relationship Strategies
3. Employee Support Strategies
4. Employee Growth Strategies
5. Employee Compensation Strategies

How do we create an environment where people feel good?

  • Employees clearly understand the mission, vision and values of the business
  • A company culture of openness
  • Performance feedback occurs regularly, not just at the annual review
  • Encouragement of individuals and teams to share information
  • Cultivate a feeling of belonging and family
  • Not tolerating sub-par performances
  • Creating a positive environment and making work enjoyable
  • Insisting on workplace safety
How do we strengthen relationships and promote a sense of importance and value through relationships?

  • Managers are given plenty of relationship training
  • We ask employees why they work for us
  • Managers are trained in listening and feedback skills
  • Use tools to promote understanding and communication
  • Help employees to manage conflict
  • Socialising and events are celebrated together
  • Show appreciation and notice success
  • All encourage teamwork
How do we give employees the support they need to get the job done?

  • Employees get the tools and support to get the job done
  • Avoid micromanagement and promote autonomy and initiative
  • Expect high performance
  • Staff know how important their role is to the company
  • Share information about the company and why things are done the way they are
  • Recognise and reward creativity and innovation
  • Remove obstacles and barriers
  • Staff have clearly defined job descriptions and KPIs
How do we give employees opportunities for advancement?

  • Take time to explore employee needs for personal and professional growth
  • Approach employee development in an organised and structured manner
  • Develop a learning culture
  • Each staff member has a learning plan
  • Encourage staff to join professional and trade organisation
  • Invest in career planning
  • Provide incentives for learning
  • Mentoring programs for employees
How do we give employees flexible compensation knowing money alone doesn’t make people stay?
  • Clearly define each person’s job and check performance
  • When people exceed expectations they receive a bonus
  • Flexible employee benefits that cater to the individual
  • Providing childcare arrangements
  • Offer discounts on purchases relating to work-life balance
  • Offer fitness club membership
  • Time off or other forms of non-financial compensation
  • Design reward systems that stimulate staff

If you have any questions about the contact above, please Contact Us to find out more!

Thanks,

The HORNER Team

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