HR & Management

Published

How to keep your staff engaged

5 Mins

This feature was placed by The Co-operative Insurance

Unlike previous generations, employees rarely stay at the same company for the entirety of their working life. As an employer, losing a member of staff can be frustrating, as well as disruptive to your team. You can suddenly be faced with a lengthy recruitment process, a heavy workload for the rest of your team, and a transition period of training a new employer and integrating them into the company. This is why, if you have an effective team, it is important to keep them motivated and happy so that your staff develop together and your company can flourish. But, how do you achieve this?

1. Choose your staff wisely

Retaining staff begins at the early stages of the recruitment process. Take your time choosing an employee that is motivated to achieve great results, would fit in with your team, and is keen to build their career at your company. Interview the candidates two or three times to ensure they are consistent and note how long they worked in previous roles, as this reflects their ‘staying power’. 

Once you have chosen your new employee, ensure an effective induction programme is in place for their arrival. This should provide training and information on company processes, so that they can settle in quickly and start working effectively.

2. Recognition

If you are impressed with your employees’ hard work, then tell them. Recognising achievement, however small, can act as a great motivator for your staff. If they feel their efforts are noted and appreciated, they will want to continue to impress you.

Recognising that your staff members have a life outside of the office can also improve your relationship with them and encourage a mutual respect. Remember their birthdays and ask how their weekend was – a small amount of personal recognition can go a long way.

3. Career progression

A common reason for employees leaving their current employment is an opportunity for a higher position or better wage elsewhere. In order to review how your staff members view their current responsibilities, salary, and career aspirations it is vital to have regular appraisals. 

In this one-on-one meeting you can get better understanding of the needs of your employee, such as further training or a pay rise following added responsibility. By strengthening the communication between yourself and your team, there is less chance of problems going undetected and you can resolve issues before they result in premature departure.

4. Provide incentives

If your employees are achieving their potential and being rewarded for doing so they will have greater job satisfaction. Subsequently, they will have no reason to leave their role within your company. A great way to encourage your employees to achieve their goals is to set incentives and – most importantly – follow through with a reward when they deliver. 

An example of this could be introducing a fruitful commission structure to encourage a sales team to reach their target. On a more general note, the promise of a pay rise following a satisfactory period of employment is also an incentive, especially if extra responsibility has been given to your employee since their recruitment.

5. Identify poor managers

As an employer, you must be aware of the relationships between your employees and their line managers. The level of contact between line managers and workers means that managers have a direct effect on whether your employees are happy in the workplace. Communication through staff appraisals can encourage transparency, but it is important to be aware of general opinion on your managers. 

Employers may feel wary raising issues against management, so try anonymous staff questionnaires to determine if managers are getting the best out of their team. This shows employees that their opinion matters and they are important to the company.

It is important to keep your employees happy; detecting and resolving arising issues before they become a problem. If the worst happens and an employee takes action because they believe they have been treated unfairly, then ensure your company is protected with liability insurance. The Co-operative Insurance can provide business cover to suit the needs of your company, so you can have peace of mind whatever your trade and circumstances.

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