With talent shortages becoming a critical issue, businesses need to take action to determine how best they can retain their current talent to avoid further capacity issues.
It’s no secret that happier people are more productive, have better working relationships and stay longer with their companies. According to CIPD’s Health and Wellbeing at Work Report 2021, the top 3 causes of stress in the workplace are volumes of work, management style and new work-related demands from homeworking due to COVID-19. The report indicates that health and wellbeing are moving up on the list of priorities for senior managers. However, it’s more important than ever to make sure you have a culture of communication and mental health awareness in order to manage your people better.
We have identified 3 simple steps that your business can take to hang on to the talent you’ve got.
Step 1: Undertake a survey to understand the ‘as is’ position
Developing an employee survey is an effective way to understand what is working well, what is not working so well and what actions you can consider taking to position your business in a stronger position.
- Assess the levels of satisfaction and engagement
- Measure workplace wellbeing
- Ask what matters most
Step 2: Get talking
Research tells us that people do not leave organisations; they leave managers. People love to be part of a community. So, spend time with your people, get to know them and what matters most to them as an individual to build and strengthen your community. We know that if you have engaged and happy employee’s productivity levels are higher.
If you do a survey, discuss the results, and promote open discussion about the issues and opportunities. However, be careful not to overcommit and underdeliver; if you say you’re going to do something make sure you do it.
Step 3: Take Action
Use all the data you have collected and prioritise what is possible and practical. Agree your value proposition and timeline for implementation. Remember you’re better to do one or two actions well than several that ultimately may never be done. Check in to make sure that the improvements are working and keep talking to keep your workforce engaged.
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