1) Recruit the right people
Staff management
starts at the recruitment stage. It’s important to develop robust recruitment
systems to ensure that you are employing the right people and selecting the
best match against the job criteria you have defined. Potential candidates need
to be given a realistic idea of what the job will entails to avoid surprises
once they start and expectations should be managed from the moment an applicant
reviews your advert. References are also an indicator of the abilities and character of
your new employee, so it is good practie follow these through to highlight any concerns
at the earliest opportunity.
2) Effective policies and procedures
Effective policies
and procedures are the foundations for any employment relationship. Staff will
need to understand company standards and what is expected of them in their day
to day working life. Your team will want to know that your policies are in
place and enforced if they are to respect and follow them. Make sure that your
team understand how you deal with disagreements in the workplace and make them
aware that issues will be dealt with promptly and in a fair manner.
3) Develop your team
Why do people
leave? On a whim? Probably not. Employees may decide to leave for all different
types of reasons. Sometimes it may be that
they feel that they are no longer developing their skills and see no long term
future from them within the business. Develop your team and they can help
develop your business. Spending time on meaningful job conversations to
understand what drives your employees and how to can get the best out of them
can help to boost morale and retention.
4) Spend a day in their shoes
Senior managers in
many businesses routinely spend a day ‘on the shop floor’ and this can have a
number of benefits. Engaging with staff and listening to the views
of those ‘on the front line’ can help to develop understanding of their roles
and the day to day challenges and opportunities which are presented.
5) Empower your team
People like to feel
valued. Create an environment that aims to have continuous improvement practiced
by staff at all levels of the organisation. Creating the conditions which enable
individuals to take ownership of their roles, be creative and put forward ideas
will hopefully lead to improved productivity for the business. Engaged and
motivated staff are likely to feel more confident in asking questions and
challenging their peers in a positive manner.
6) Find out why staff leave
Obtaining feedback
from ‘exit interviews’ can be a good way to understand the reasons why employees
wish to leave. If you understand the reason people decide to
move on, it may help you to identify ways that you can retain your talented
staff. There may be things you can learn
from these discussions which can help the business moving forward.
7) Learn from mistakes
As with anything in life,
mistakes can happen. Rather than looking at a mistake as a bad thing, think
about what you can learn from it and what you can do to ensure that the same
situation does not happen again. If you find that there is a pattern behind the
reasons employees are leaving, it is important to analyse this to see what can
be learnt. Understanding the reasons
will help you to put improved systems and processes in place which reduce staff
turnover and improve retention.
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