TOP 10: Recruiter Retention and Performance

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As discussed at Captain’s Table Sydney, Hyatt Regency Hotel, 1 August 2017

People leave companies for many reasons. Conversely there are many reasons people stay. We have researched numerous HR articles from around the globe to provide a summary list of the best ways to retain great people.

1. Competitive remuneration
– If you pay below market your people are more likely to look around
– Pay slightly higher than the marker and you are more likelky to attract and retain good people
– Money is not everything but nobody wants to be underpaid

2. Clear Career Path
– People want to know they will progress
– Do you have a clear career path for all staff?
– So often the reason for leaving is lack of career progression

3. Learning & Development
– Rarely will people leave if they are learning and growing
– Without professional development, staff will feel they need to move on the learn more and progress their careers
– L&D is a great way to upskill and retain quality people

4. Clear Expectations and Goals
– Often leaders to do not share goals and target expectations with staff
– People can feel uncertain as to what is expected of them and default to lower levels of performance
– Most people respond well to clear guidelines, goals and well-delivered feedback

5. Freedom & Flexibility
– Provided clear performance measures are in place, workplace freedom and flexibility can help people juggle their work and home commitments and still get the job done
– If people do not feel trusted, or feel they are micro-managed they will soon seek out a more open and flexible workplace

6. Recognition & Reward
– Both cash and non-cash rewards can make people feel valued and less likely to leave
– Almost everyone responds well to recognition and praise for a job well done

7. Variety
– Many jobs can get highly repetitive and dull
– Ensure you people are given a variety of tasks to complete that are a combination of process, people, interaction, team and individual so they don’t feel their job is too repetitive
– Break up the day, week and month with interesting team and individual activites so that people are motivated to return to the same workplace every day
– People often leave simply because they are bored

8. Spend Time With Your Best People
– Too often are time is taken up coaching and managing poor performers when it is the best performers who should deserve the most attention
– High performers are too valuable to ignore and can stray from their goals if they are left to their own devices
– An investment in time with your best performers will yield higher returns in terms of outcomes and staff retention
– Consider providing your best people low cost offshore support to further boost their ability to grow additional revenues

9. Lead From The Front
– Your leaders must be prepared to set a good example to the rest of the team
– Join your staff for client meetings, staff sessions, team activities etc to demonstrate their value as part of an inclusive culture
– Staff will follow the examples set by owners and leaders – often behaviours which are not beneficial to a high performing business
– People will leave companies with poor leaders who do not lead from the front and support their people in the field or workplace

10. Communication
The single most important determinant of staff retention
– If staff feel regularly updated and trusted with company plans, goals, issues and expectations – they are much more likely to feel engaged and valued
– Ask for regular feedback and new ideas to make the business even more successful and involve your people in the process
– Ensure reporting and communication lines are clear and adhered to.

What else is important?
Knowledge is only power if we do something with it!

Navigator Consulting helps recruitment businesses to rapidly improve performance and increase profitability through a combination of advisory consulting, succession planning and events. www.navigatorconsult.com Tony Hall th@navigatorconsult.com

 

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