How to attract and retain employees

Getting the right people for your business is critical!

To cultivate a happy and engaged workforce and to recruit and retain employees,  there are strategies that employers can implement in the workplace that could improve the relationship between the employer and the employee and create an environment that inspires and motivates employees to carry out their job roles to the best of their abilities,  and as a result the employer could then benefit from high staff retention, low rates of sickness absence, increased productivity and a decrease in the numbers of potential conflict issues between staff.

Strategies for an employer to consider are:

• Acknowledging employee achievements creating a positive and supportive work environment.
• Promoting a healthy work life balance.
• Offering competitive compensation and rewards.
• Encouraging open communication, cultivating deep connections, nurturing strong bonds, and building positive working relationships.
• Promoting professional development opportunities.

What do these strategies look like in reality:

1. Acknowledging employee achievements creating a positive and supportive work environment.

A good employer or manager will recognise the value of the employees with whom they work.  The employer could recognise and acknowledge the employee for the quality of their work, or that they arrive at work early and are seen to help and support others and work hard in their role, or for having a positive can-do attitude and rising to challenges that any unexpected changes may bring. 

Being noticed at work and being acknowledged and thanked for the work that the employee is doing is motivating for the employee and can help increase production as a result.  It can also inspire loyalty to the company and a sense of pride in the employee’s work. 

2. Promoting a Healthy Work-Life Balance.

Employers should demonstrate a commitment to employee wellbeing through policies and practices that support work-life balance.

Managers, in particular, should be trained to recognise signs of stress and poor work life balance in their teams and be able to offer to support to the employees. 

Employers could also promote a healthy work-life balance by:

• Encouraging the development of a supportive work environment by having regular one to ones with employees where they feel comfortable discussing their work-life balance challenges.
• Setting boundaries for clear work hours  which is crucial for preventing work encroaching on personal time.
• Providing a safe and comfortable workspace for the employee, making any reasonable adjustments necessary.
• Offering flexible or remote working options.
• Encouraging employees to take proper breaks and  to use their holiday entitlement effectively (Managers should lead by example taking holiday and by respecting employees time off).
• Implementing wellness programs such as fitness classes, mindfulness sessions or mental health support.
• Providing information on notice boards or during one to one’s on how to access mental health support, counselling or occupational health.

3. Competitive compensation and rewards.

Competitive compensation and reward programs are crucial for attracting and retaining top talent. This involves offering benefits and salaries that are comparable to or better than other organisations for similar roles and levels of experience.

Key components are:

• Salary – this is an essential part of the job role and would involve researching industry standards and adjusting pay scales to ensure that the employees feel valued and fairly compensated for the work they do.
• Benefits – such as health insurance, retirement plans, paid time off and other perks such as flexible working arrangements and professional development opportunities are very attractive to potential employees.
• Bonuses – performance-based bonuses, sales commissions and other incentives are highly motivating for employees and reward them their efforts.
• Rewards – competitive reward systems can focus on individual or group performance with clear criteria  for achieving rewards and recognition.

Rewards can be monetary or non-monetary.

Examples of monetary rewards:

• Bonuses – are one-time payments for reaching targets or exceptional performance.
• Pay Rise – an increase in base salary reflecting performance and contributions.
• Gift Cards – these can be used for a variety of purchases.
• Profit Sharing – employees receive a percentage of the company profits.
• Stock Options – a chance for the employees to purchase company stock at a set price.

Examples of non-monetary rewards:

• Flexible worktime /hours – Options for adjusting work hours or location.
• Extra Time Off – Paid time off for holiday, personal days, or special events.
• Professional Development – Opportunities for training, courses, or conferences.
• Career Advancement – Promotions or new roles within the company.
• Recognition Programs – “Employee of the Month” awards, peer nominations, or public recognition.
• Work-Life Balance Support – Policies that promote work-life integration, like flexible work arrangements or mental health resources.
• Team Building Activities – Events that build team relationships and a positive work environment.
• Company Merchandise – Branded clothing, mugs, or other items.
• Wellness Programs – Discounts on gym memberships, health coaching, or wellness activities.
• Special Projects – Opportunities to stretch skills and learn new thing.

4. Encouraging open communication, cultivating deep connections, nurturing strong bonds, and building positive working relationships.

Cultivating deep connections and strong bonds in the workplace can significantly improve team cohesion, productivity, and overall job satisfaction. This involves creating a culture where employees feel comfortable sharing ideas, concerns, and feedback freely.

Strategies for building strong workplace relationships:

• Lead by example – be transparent about company goals, challenges and decisions.
• Active listening – focus fully on what is being said by the employee, both verbally and nonverbally, to understand the complete message, not just the word and without interruption or judgement.
• Shared experience – by sharing your own experiences and challenges helps to create a safe space for others to do the same.
• Communication channels – clearly define preferred communication channels e.g. email, messaging apps, team meetings what content should be expected and the frequency of the communication.
• Feedback – suggestion boxes could be used, regular anonymised surveys across the workforce and one to one’s could assist in providing constructive feedback and actionable steps.
• Celebrating Successes – Acknowledge and celebrate both individual and team achievements, fostering a positive and encouraging environment.
• Being Present and Available – Try to be present during interactions, both physically and mentally, and be approachable for colleagues who need support or guidance.
• Trust and Transparency – Building trust is crucial. Be reliable, keep your commitments, and communicate openly and honestly.
• Avoid Gossip – Refrain from engaging in gossip, which can erode trust and damage relationships. If you hear gossip, try to redirect the conversation or address the issue directly with the person involved.
• Support and Appreciation – Offer support to colleagues when they need it, and regularly express appreciation for their contributions.
• Respecting Boundaries – Be mindful of personal boundaries and respect colleagues’ preferences for interaction.
• Diversity and Inclusivity – implementing inclusive policies, providing diversity training, and encouraging open communication using language that is respectful, avoiding gendered terms or stereotypes.

5. Promoting professional development opportunities

Promoting professional development at work involves providing opportunities and resources for employees to enhance their skills and knowledge, ultimately benefiting both the individual and the organization. This can be achieved through various methods like offering training programs, mentorship opportunities, and encouraging participation in professional development activities.

Strategies for Employers to consider:

• Establish a clear career path – Help employees understand their potential for advancement within the company.
• Encourage continuous learning – Support employees in pursuing further education or certifications.
• Identify Skill Gaps – Conduct assessments to understand the skills your team needs to improve or acquire to excel in their current roles and prepare for future opportunities.
• Provide Relevant Training – Offer workshops, courses, or online learning resources that address those identified skill gaps. Focus on both hard skills (job-specific knowledge) and soft skills (communication, leadership, etc.).
• Encourage Participation – Make it clear that professional development is valued and supported by the company. Provide resources, time, and encouragement for employees to take advantage of these opportunities.

By actively promoting and supporting professional development, organisations can create a more skilled, engaged, and motivated workforce, leading to increased productivity, innovation, and employee retention.