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  • Publish Date: Posted over 1 year ago

Retaining your most talented individuals is a challenge for any business; with fierce competition to secure the best candidates, savvy hiring managers are pulling out all the stops to attract new employees. We take a look at the top reasons that people will look to leave an organisation and what employers can do to make them stay.

• Make training a priority as one of the top reasons for people to seek out a new opportunity is a lack of professional development in their current role.

• Ensure you have the right leadership skills in place to engage and motivate the workforce. Have clear goals in place for the organisation and know what skills you will need to achieve your ambitions. Communicate your vision to your team so they can buy into what you hope to achieve and see where they can make a contribution.

• Understand what each member of your workforce wants to achieve in their career and how the business can meet these ambitions. Good employees are motivated by the opportunity to gain promotions and take on additional opportunities. Be creative and potentially consider options for departmental restructures or establishing new teams to open up career progression opportunities for key members of staff.

• Make sure you have your onboarding process right. Having enthused your new recruit during the interview process, ensure you have a robust induction programme in place that allows for regular updates and feedback to address any immediate concerns.

• Recognise the contribution that people make to the business – positive feedback and acknowledging hard work go a long way to ensuring a feel-good factor amongst your staff.

• Whilst there may be times when longer hours are necessary, ensure that employees are not being expected to regularly manage an unreasonable workload. Understanding what resources are needed and have clear and open lines of communication; talking to your team on an on-going basis is essential and allows you to address potential issues before they escalate into a bigger problem.

• Understand what value employees place on benefits and rewards. Salary is only one part of the package - would people welcome flexible working hours, increased holiday allowance or a contribution towards childcare costs? Is there scope to enable individuals to create a benefits package that can be tailored to their particular needs?

• Recognise that some staff turnover is necessary for any company to stay fresh and move forward; conduct exit interviews to understand people’s reasons for moving on and put in place measures to address any lessons learnt.

Sharp Consultancy specialises in the recruitment of temporary, interim and permanent finance and accountancy professionals. With offices in Leeds and Sheffield our highly experienced team of consultants recruit for positions throughout Yorkshire and beyond. CONTACT US today to find out more.