Robert Walters sales, marketing and communications team recently attended an event hosted by Trilogy International LTD. HR, sales and marketing leaders from Auckland attended the event, and were joined by two talented speakers Debbie Shultz from BigSkyMinds and Jason Ennor from MyHR. They discussed employee retention in a talent short market, steering away from traditional motivators and introducing attendees to a range of retention factors.
Jason from MyHR says it's about engagement, dealing with people and getting the basics right. Businesses with high retention aren't all pool tables and bean bags, the businesses that retain employees engage with their people straight away. Here are Jason's top three retention tips:
Robots can do the boring stuff. People are worried about tech replacing human interaction, and that's a real threat, but if we can remove the boring admin tasks then we make more space for human interaction. Automate any simple tasks you can so that your employees can focus on more important aspects of their role. Free up your staff for more meaningful engagement so that they can better connect with the business and their peers.
2. Communication and transparency
Establish a clear purpose for employees. Knowing where you want to go will help you know what you need to do. This direction creates a shared understanding of what your employee needs to succeed. Have a people plan and expect people to succeed. Change the tone of your communication, be supportive and provide them with everything they need.
Talk to your employees and be open. You will control the rumour mill and prevent employees jumping to their own conclusions if you're transparent in your communication.
3. Performance Review
Performance reviews have been murdered by bureaucracy, but good reviews work. They should be responsive to individuals and roles. If the employee is in a transactional role then the performance review is a daily event, they're either performing or they're not. If the employee is in a project role then your reviews will be less often and aligned to the projects - make the reviews reflective of the work they're doing.
Your people are talking, whether it is good or bad
Good reviews cover; goals (3-5 max.), skills and personal development. Then use a technology platform to manage the process, removing all paper and reducing manual workload so that you can focus on meaningful interactions. Remember, performance reviews are conversations.
These things are easy to get right, easy to implement and will truly help solve retention issues your business may be experiencing.
For more information on how to build retention, employee management and to learn more about MyHR's services head to www.myhr.co.nz.
For more ideas on retention check out our Cultural Fit Whitepaper.