It’s not an uncommon lament that can be heard nowadays: “Why is it so hard to find – and retain- good staff?” The challenge is not just to find and retain good staff, but to keep them motivated and engaged.

In some respects, this is not a new complaint. Smaller businesses particularly need to ensure that they have appropriately qualified, effective, and efficient staff. As we all know, the smaller the workforce, the fewer places for those ill-suited to hide. Thus, retaining good staff becomes essential.

But in other ways, the complaint about staffing has new dimensions in our current era of high inflation, low unemployment, and high cost of living. We must also add to this the social impact of the Covid-19 pandemic. Additionally, consider the changes in the desires and expectations of both individuals and businesses. These stem from three years of disruption hot on the heels of Brexit-related upheaval.

So, in considering these employee-centric perspectives, what can businesses do to motivate, retain, and attract new top talent? How can they ensure they find and retain good staff?

There are seven things that employers can ensure are incorporated within their businesses. These practices will help to motivate and retain staff. Ensuring these can help businesses find and retain good staff. And happy, thriving businesses will attract high-quality new recruits.

1. Provide learning, development, and upskilling opportunities

It is crucial that employees have a clear sight of their career development path within a company. One of the main reasons for staff leaving is stagnation, or inability to progress within an organisation. This certainly affects the ability to retain quality staff.

Providing employees with upskilling opportunities benefits both the employee and the employer. The business benefits from the additional knowledge and skills attained by the employee. Meanwhile, the employee can be rewarded through salary, responsibility increases, or recognition.

Likewise, being able to show potential employees that there would be a clear path for continued learning and advancement within a business is a strong argument. Therefore, it explains why someone would want to join a team.

2. Ensure a happy workplace where employees feel understood and appreciated

People are far less likely to want to stay in a workplace that makes them unhappy, stressed out or unmotivated. It will also be more difficult to recruit good quality employees if the atmosphere is noticeably ‘unhealthy’.

Instead, it is important to have a good understanding of what motivates your employees. Allow for this motivation to percolate throughout the organization. This helps you find those who will thrive and improve your staff retention strategy.

One of the most important things to get right is being brave enough to ask your teams what it is they want and then respond accordingly. Some you will delight, others you will disappoint. However, it is essential, as Stephen Covey says that you ‘first seek to understand.’

Unhappy employees, or those suffering from poor mental health, can cost businesses in terms of productivity and output. Introducing a wellbeing policy addresses both physical health and mental health issues. This can help provide direction for managers and can be an attractive benefit to potential employees.

3. Allow for appropriate flexible working options

While flexible working options may not be possible for all roles or businesses, it is important to acknowledge that the Covid-19 pandemic has had a long-lasting impact on the way that many people think about work. More people are working remotely now than ever before – either full-time or on a hybrid basis.

It may be the case that while not all roles in your business will allow for remote work, it may be that an individual’s hours can be adjusted. This can allow them to be more productive, aiding in retention of good staff.

You should remember that all employees have a day-one right to submit a flexible working request.

4. Staff autonomy where and when appropriate

Allowing employees to have some autonomy around projects they work on, which team members they work with, or which skills they want to improve can all help to increase job satisfaction.

5. Provide perks that employees actually value

A significant proportion of employees would consider accepting a lower-paying role that provides better benefits than one with high pay and worse benefits. This may seem counterintuitive, but if flexible working hours that dovetail better with childcare provision are important to an employee, then this may be a far more valuable aspect of an overall package than anything else on offer.

6. Keep employees up-to-date on company information

If employees have an awareness of the health and direction of the company, they are more likely to be invested in their job. Transparent communication can support staff retention and even help businesses find good employees.

7. Provide strong leadership

The adage is ‘people quit bad bosses, not jobs’. So, make sure that your company has good and strong leadership:

  • Listen to hear, not to respond
  • Give clear communication and check for understanding – don’t necessarily assume your message has been received as you expected
  • Lead by example
  • Give positive, constructive feedback and recognition when due
  • Be empathetic as much as possible. If someone makes a mistake, help them learn from it so they do better next time.

It must also be noted that a great many SMEs don’t have in-house HR departments. If this is the case, then an external HR consultant or advisor, such as Farringford Legal could be an invaluable support for your business.