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Posts tagged “Staff retention”

Recent data shows that 33% of the workforce leave their job before they have crossed the half-year mark. Whilst this can be an opportunity to capture key talent in the marketplace it is also a challenge for employers who want to retain their existing workforce. Retention starts at day 1 of the onboarding process (if not before), so how can you maximise your recruitment investment, reduce the impact of staff turnover and benefit from the existing talent that ultimately owns your customer experience CX? 
 
Our guest blog by Charlotte Green, Founder at Specific Learning & Coaching Ltd, a specialist learning agency that use The Specific Method, which is a blend of insight, training, coaching and mentoring to develop leaders explains what you can do to improve your retention levels and become known as a ‘great place to work’ through implementing a successful employee onboarding process. 
 
Make sure you effectively introduce new employees to the Company Purpose, Mission, Vision and Values 
 
Implementing standardised operational checklists and templated documents as simple as it sounds, enables key people to follow a process through the cross-functional areas of your business and offers important support and a step-by-step approach that is clear and easy to understand. Imagine the overload of information within the 3 6 and 12 week period. 
As the old way of working has now gone and we are all trying to embrace the new norm companies are returning to the workplace with risk assessments in place, social distancing to be adhered to and decisions on how to bring staff safely back to work. What challenges will you face on bringing people back from furlough? 
1. Communication 
 
Make sure your communication is clear. Some people who were furloughed from the outset have been off work for 3 months and for them time in the work place has stood. They may expect to return to exactly the same way of working as pre-lockdown and will certainly not understand exactly how the business and your way of working may have changed. Take time to explain what “business as usual” now looks like the changes that have been implemented and why these changes have happened. A clear redefinition of their role responsibilities will also help them to understand “now” as well as focussing on health & safety and any new policies and procedures you may have introduced. 
 

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