It’s common for organisations that are otherwise excellent to have trouble holding on to the staff they hire. What are the most common errors, and how can it be put right?
Improve on on-boarding
Sometimes the person who is hired has fantastic potential but isn’t brought into the organisation in a way that help them fulfil that. On-boarding – that is, training new recruits and bringing them into the culture – is a vital part of the process so that people can get up and running as soon as possible. Even the new employees who have tons of experience, need to be supported as they enter the company rather than left to figure out for themselves.
If new staff report feeling that they are being abandoned as soon as they arrive, it’d be a good idea to review how they are being trained and ensure their feedback is being taken on board.
Create the right culture
Bringing people into the culture only goes so far, if the culture itself is ideal in the first instance. A workplace that is strongly dysfunctional is not one where the best workers will want to spend the next few years climbing the ladder. A space that is either too strict or too laid-back can be strongly off-putting, to those who are not in a position to raise concerns or make changes.
Recognise failure and achievement
A sure sign of a dysfunctional workplace is one where poor work or attitudes are ignored or even rewarded – while achievement goes unrecognised. The latter can happen even with the best of intentions, as managers spend the most time trying to improve employees who aren’t performing, while the ones pulling their weight are looked over.
It’s possible that the wrong people are being brought on board in the first place, of course. A major challenge in recruitment is recognising the right fit based on just a handful of evidence – a CV and interview can sometimes lead to the wrong conclusions.
It may be helpful to look beyond the work history and find out what candidates hope to get out of their work in the long term. Are they looking just to gain experience, or use the role as a stepping stone? It’s fair to question applicants’ motives if they have a habit of leaving of their own accord.
Do you know of any good tips to retain staff? Share them in the comments section below.