Pursuing a career ambition was the sixth most popular New Year’s resolution amongst Brits in 2018, so it’s no surprise that January often brings a current of change at workplaces up and down the country.
People look to make more money, climb the career ladder or switch environments – meaning you could be in for a brain drain. Here we have pulled together five resolutions for you to implement in a bid to reduce staff turnover in 2019. Just make sure they aren’t broken by February like most resolutions!
1. Offer more training and reduce staff turnover
Internal or external, teaching your employees new skills and strengthening knowledge is always a positive thing to do. Staff will be more fulfilled and confident in their jobs, and knowledge can be shared to create a ripple effect – ultimately people will be far less likely to seek fulfilment at competitor organisations.
Formalising internal procedures, introducing work shadowing and mentoring, updating staff on relevant legal or cultural changes and using external training agencies for specific skillsets all count towards training. For example, you could update first aid training and procedures internally, call centre teams could complete training on GDPR updates, and PR teams could benefit from a press release writing course at CIPR.
Another way to introduce more training is by welcoming external speakers to train the whole organisation on a topic of interest or wider sector updates. This enables staff to suggest future speakers to ensure that the topics covered are of interest and of use to your staff and the wider functioning of your organisation. Put a training review to the top of your New Year’s resolution list and watch your team flourish in 2019.
2. Review HR procedures
Sometimes life can ‘get in the way’, and everyday tasks and events can lead to your employee handbook and other HR documentation being overlooked for periods of time. Are your employment contracts and policies and procedures up to date? The beginning of the year is a great time to review these documents and update them if necessary.
3. Explore digitisation
If you haven’t already, why not look into digitising your HR setup? Online portals can be cost-effective and streamline your entire HR operation. This will reduce staff hours when processing things such as holiday requests, absence records and salary reviews. It also provides a handy overview for employees to be able to access at any time. Upgrading your HR processes will demonstrate investment in your people. Simpler and more transparent procedures will reduce employee frustration, which will reduce ill feeling when in the workplace, key to keeping your employees on board!
4. Introduce or encourage lunchtime exercise
Exercising at any point in the day will always be beneficial for body and mind. It boosts serotonin levels (the ‘motivation’ hormone), clears the mind, re-energises and increases productivity all afternoon long (University of Birmingham). It is far more appealing than a desk lunch and it can even be free!
Many businesses are experiencing the positive outcome from introducing lunchtime exercise. Organise a team run, or walk, or enlist the expertise of a yoga instructor once a week. In offices where a mass office exodus would not work, free gym passes or membership will enable staff to exercise at a lunchtime slot that suits both them and the business. A happier, healthier, more focused office is something everybody will enjoy, which will ultimately result in fewer people wanting to leave, thus protecting your workforce.
5. Ask for on-the-ground assistance
Put HR on your leadership team’s agenda and work together to identify target areas for the year to reduce staff turnover. Establish exactly where HR amendments can have the most powerful and positive effect.
Consider giving employees the opportunity to voice their views on HR and any suggestions/concerns to reduce employee turnover. You could use a survey tool such as Wufoo, which makes it easier to analyse the data and staff can be assured of confidentiality. Giving employees a voice helps them to feel integral to the organisation – and if they feel invested in a company they will be far less likely to seek alternative employment. Reap the rewards from having the strongest, most engaged team possible.
We hope you found this article useful in considering how to reduce staff turnover in 2019. If we can help with any of the above, please do give us a call on 01271 859 267 or email firstname.lastname@example.org.