Talent Management Software

Studies show that when employees are considering jobs, Learning and Development (L&D) is a top priority.

Access to relevant training can be a massive motivator for staff, allowing people to develop new skills, take on more responsibility (e.g. leadership roles) and progress in line with their career aspirations.

When you provide your people with the autonomy to work in ways that suit them best – such as working partly from home – both you and your employees reap the benefits.

• Staff enjoy a better work-life balance, meaning productivity and morale improve
• Staff feel trusted by employers, fostering greater loyalty and commitment to shared goals
• As an employer, you now have an edge over competitors who don’t offer staff the same flexibility

Encourage a culture where staff feel comfortable voicing their concerns, questions or ideas without fear of judgement.

In action, this might look like:

• Monthly ‘town hall’ style meetings with open-floor Q&As and flexible agendas
• Regular staff surveys, perhaps with the option to submit answers anonymously to encourage true feedback
• Coaching managers on how to prompt and receive feedback from their teams
• Training on how to give feedback to encourage less confident colleagues to share their views

When people feel listened to, they’re more likely to address and overcome challenges, rather than handing in their resignation.

When you let staff know how their individual contribution is helping you reach massive, company-wide goals, you give them more reason to feel involved in the mission.

You can do this by taking a big goal and breaking it down, so each employee understands their individual impact and can take pride in their contribution.

For example, if you’re looking to retain sales talent, a big goal like ‘we want to support over 1,000 new clients this year’ breaks down to ‘I want to bring in 5 new clients a month’.

Same goal, different perspective.

Starting a new job can be a daunting, stressful experience.

When you, as an employer, make the process as painless as possible, your relationship with that new starter gets off to a much better start.

Why not try some of the following strategies?

• Provide a comprehensive new starter handbook and include personal touches, like a list of the best lunch spots near the office
• Train managers on onboarding etiquette and how to effectively integrate new team members
• Offer suitable colleague intros (not everyone wants a shout-out in the big departmental stand-up!)