25th May 2016 • Emma Bayliss
I'm thrilled to be collaborating with Town Planning Recruiter, Phoebe Hookway, and Founder of Artemis Clarke, Kate Clarke, on an exciting new project in a couple of weeks.
We have kindly been invited by Helena Jaroszewska (Steering Group Member of Bristol Women in Business) to host an informative, interactive session on some key workplace issues. And I can’t wait!
As Associate Director at Thatcher Associates, I'm looking forward to discussing my views on best practice when carrying out interviews, the way recruiters are often perceived, the importance of personal branding and how to spot and retain talent in the workplace.
As the event is still a couple of weeks away, and I'm so very excited, I thought I’d go ahead and share my top 3 tips for talent retention with you.
As a manager, it’s your duty to spot talent and to ensure you do everything you can to retain it in your workplace. It comes down to understanding what your team needs, and who you should be keeping your eyes peeled for. As a recruiter, it’s my job to find you external talent, but as a manger, it’s your job to understand those in your existing team who have talents you aren't making good use of! Watching out for those first signs of dissatisfaction or frustration and catching your team members before they start surfing the job boards may well prove to be the difference between retaining talent and saying a reluctant goodbye.
It brings me on to my next tip:
The thing about a candidate centric market is, there are a lot of options open for your team members. If they feel like their skills are going to waste, there’s likely to be an opening more suitable for them elsewhere. Gone are the days of the loyal 20 year employee – these days, it’s about developing your talents and building up your repertoire.
For managers, this means recognising and rewarding those team members who perform. It doesn't take much – a “thank you for your hard work” here, a team lunch there. Providing opportunities for your team members to grow professionally – offering course learning, supporting ambitions for progression, and taking the time to speak to them about where they see themselves heading – can all help to prompt loyalty and spread positive brand awareness.
In this market, it’s pretty clear: when it comes to your team and their assorted talents, you either use them… or you lose them.
It’s vital that teams feel supported and comfortable collaborating with one another. Collaborative work spaces, a weekly team lunch, or even a couple of minutes talking about your weekends can make a world of difference to the entire team ethos. As sociable creatures, human being function best when they can share ideas and ask for advice when it’s needed.
On those days when someone is struggling, you’ll find that the presence of a supportive and close knit team can make all the difference. Strengthening these bonds also helps to promote loyalty within your company, and can often prove to be a key selling point when it comes to bringing on new talent.
Some of the key reasons people leave their jobs include: a lack of recognition, unsatisfactory salary, feeling over worked, and needing to relocate. Whilst you may not be able to influence all of these factors, you can have a large impact on many of them. As a manager, it’s often a good idea to get to know your team and understand the way they work and how they take things. It means you can identify unhappiness quickly and you’ll end up tailoring your style to suit the needs of those you’re managing.