Employee retention strategies 
As Boomers near retirement UK businesses face an impending crisis; The loss of vast reservoirs of experience. Yes Hiring Gen-Z and young-blood is important, but your older workers often sit in senior roles, with critical knowledge about company culture, processes, client relationships.All the good stuff that isn’t written down. Without a strategy in place, organisations could find themselves…
Many CEOs consider return-to-the-office mandates desirable, believing they will foster collaboration, increase oversight, and improve company culture. However, a recent academic study shows a global trend of return-to-the-office mandates failing. Companies are facing legal challenges ranging from being sued to employment tribunals awarding large compensation packages to workers who refuse to return. There are benefits to…
Guest Article – Peter Dowd MP The Covid19 pandemic led many to reconsider the future of work. We now know that the way we work and how we work can look different. We know that, and if employers want to retain and recruit the best talent, they should listen. There is an overwhelming demand for…
In Monster’s latest research 55.38% of UK companies are putting more focus on retention than acquisition. The cost of living crisis is also driving employee expectations – 45% of companies are increasing salaries to attract new talent, so how can you compete to increase retention without getting into a salary war? The answer is simple…
An eco-friendly office is key to attracting and retaining staff Environmental initiatives have never been more prevalent with two in three Brits admitting to changing their habits to become ‘greener’, but while most individuals are aware of what they can do in the home, the workplace is a different matter. Almost three quarters (73 percent)…
Many companies face the paradox of needing to cut costs just to stay afloat whilst at the same time maintaining high performance levels amongst staff.
Companies usually see employees leaving as a bad thing, but there is an argument that employees sticking around for too long can be just as damaging.
When an employee tells you they’re leaving it’s tempting to pull out all the stops to try and get them to change their mind, which may not always be beneficial.
If you’re thinking of a development plan then you first need to get employees to provide input into their plan before you can put it into action.
You’ve put a lot of effort into getting the right people in your business and the last thing you want them to do is leave.
Every company has their golden apples, but often these are the employees who are most likely to move on.
When an integral member of your team announces their departure, it can feel like navigating through uncharted waters. Whether they’re moving on for a new challenge, retiring, or any other reason, your response as a manager can significantly influence the transition period for your team and the incoming replacement. Here’s how to manage this process effectively, ensuring a seamless transition while maintaining team morale and productivity.
A probation period gives you some time to make sure that the selection you made for your vacancy was the right choice.
Let your HR policies be dynamic to keep up with an evolving company.