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February 4, 2023
The importance of staff retention
Whilst the recruitment market is so competitive, companies are increasingly focusing on employee retention.
Do your employees love working for you? If not you need to invest in engaging and rewarding your current employees as the labour market continues to be tight with companies competing for top talent. Following the impact of the pandemic and Brexit companies are struggling to fill their jobs with the right talent. Although your employees may be increasingly tempted to look elsewhere to improve their salaries to meet the demands of rising household costs, the truth is they’ll be less likely to take the plunge if they are happy in their current role.
So how can you keep your employees engaged and happy in their work. It’s an issue that many employers face as the war for talent continues to be fierce. Firstly, let’s explore the key reasons for employees leaving their roles.
Key reasons for employee attrition
Employees resign for all types of reasons. Maybe that they have found a more attractive job elsewhere or they have the opportunity for a lifestyle change, in which case it might be out of your hands to retain these employees. However, many people leave their jobs because they are dissatisfied with their current situation. Others may not be happy with the responsibility or clarity of their role. They may be feeling undervalued or unhappy with communication and leadership styles.
Companies are under great pressure to deliver with fewer resources than they have had in the past. When the balance of workload, resources, and timelines are out of synch, this adds to stress levels and absenteeism as employees’ work/life balance suffers. Overall, this has a downwards spiral effect on organisational performance.
Issues resulting from turnover
The issues of turnover can be diverse, for example, teams can be disrupted when a trusted or highly skilled team member leaves. The burden of that vacancy often lands upon the rest of the team, bringing in an indirect cost and possibly overburdening of the existing team and a drop in morale if replacing team members proves difficult.
There are direct costs in recruitment a replacement, induction, onboarding and training as it takes time to fully perform in role.
What you can do!
- Explore employee satisfaction through cultural and engagement surveys. Employees representing four generations have greater expectations and place a greater demand on talent management strategies and practices including the need for challenging work, advancement, being valued, financial rewards, work life balance, less loyalty to one organisation.
- Formal and informal feedback exchange is critical to the retention of an employee. Sharing information openly, making decisions collaboratively, and sharing risks and rewards collectively, can only result when team roles are clearly defined, and clear value is agreed. Feedback is two-way, and as a leader you’ll be looking for opinions, suggestions, ideas and evaluative feedback, as well as providing guidance, advice and positive feedback and reward in return. Carrying out employee reviews and providing positive feedback and encouragement will keep employees engaged and help them focus on their future prospects within the business rather than looking elsewhere. Download our Performance Review toolkit to find out more.
- Explaining what value is to be delivered is better than explaining the key accountabilities – just the doing. Value is measurable and is linked to output. All roles need to understand value and how value can be created. Spend time explaining this at an individual level to harness the best out of your employee and keep motivation high.
Your role, as a leader is to plan, anticipate peaks and troughs and manage resources to deliver, even pitching in yourself if needs be, but be fair to both you and your employees. Obtain extra resources, revise duties, or outsource strategically if you need to. Keep the goodwill account topped up if you want to retain your employees.
If you can make your workplace attractive, inclusive and supportive and keep your team engaged, and their work rewarding and interesting, then you are more likely to retain their all too important knowledge and expertise.
Contact our team of experts to find out how we can help you.
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From April 6th 2025 there will be significant shift in employer National Insurance (NI) contributions, with the rate increasing by 1.2 percentage points to 15%, and a lowered earnings threshold now starting at £5,000 (down from £9,100). These adjustments could lead to higher payroll expenses for mid-sized and larger businesses, affecting hiring strategies and budgeting in 2025 and beyond. Key Details of the Change Rate Increase: The NI contribution rate for employers rises to 15%. Lower Earnings Threshold: Employers will now pay NI on earnings starting at £5,000, significantly reducing the exemption range. This change is intended to boost government revenue but will likely increase costs for businesses with lower-wage roles. Employment Allowance Adjustments: The Employment Allowance, which offers some relief on NI costs, increases to £10,500. This provides a cushion for many small businesses, particularly those employing fewer staff. How These Changes Impact Staffing and Recruitment Businesses may see these shifts reflected in higher staffing costs, particularly for mid-sized and larger firms with significant payrolls. These added expenses might influence decisions on wage increases, hiring plans, and even the type of roles businesses choose to fill. Employers should prepare for potential shifts in their budget allocations to maintain competitiveness while managing increased contributions. Preparing Your Business Planning ahead is essential. Key steps might include: Calculating projected costs to budget for the changes Evaluating workforce needs and considering the potential impact on hiring strategies Maximising allowances by confirming eligibility for the updated Employment Allowance We will be updating our blog in the coming days with a detailed breakdown and calculations, so visit us again soon!
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In the fast-paced world of business, the ability to secure and retain top leadership talent can make all the difference between stagnation and exponential growth. For SMEs in particular, the right leadership hires are not just crucial for filling vacancies—they are key to shaping the strategic vision, driving operational efficiency, and laying a foundation for long-term success. As we look ahead to 2025, let's delve deeper into why selecting the right leadership is more important than ever and how you can strategically approach these critical hires. Why Leadership is the Cornerstone of Business Success Leadership roles such as Finance Directors, HR Business Partners, and Operations Managers are not just functional—they are transformative. Over the years, we’ve seen firsthand how the right leaders can unlock business potential and propel organizations forward. However, the wrong hire can lead to disruption and inefficiency. Here's how these roles contribute to sustainable growth: Finance Directors (FDs): A Finance Director is far more than just a custodian of the company’s finances. They provide essential strategic insights that guide decision-making and drive growth. By identifying cost-saving opportunities, optimizing cash flow, and ensuring sound financial health, a strong FD plays a pivotal role in the profitability and scalability of a business. HR Business Partners (HRBPs): In an era where talent is one of the most valuable assets, HRBPs are instrumental in aligning human resource strategies with overarching business goals. They not only develop retention strategies but also cultivate a company culture that attracts and retains top talent. A dynamic HRBP ensures your workforce is engaged, motivated, and ready to contribute to business success. Operations Managers: The heart of operational excellence, Operations Managers optimize workflows, manage resources efficiently, and ensure that day-to-day operations run smoothly. Their impact is felt directly through enhanced productivity, cost savings, and improved customer satisfaction—all of which are integral to the growth trajectory of your business. The Strategic Impact of Leadership The right leadership hires provide more than just functional expertise—they are game-changers. Here's how they create lasting value: Strategic Vision: Great leaders inject fresh perspectives and innovative ideas into the business, helping to navigate challenges, identify new opportunities, and position the company for future success. Increased Efficiency: Proven leaders streamline operations, reduce waste, and optimize processes, which leads to higher productivity and a more cost-effective business model. Stronger Teams: Exceptional leaders inspire and attract top talent. They foster collaboration, empower teams, and build a culture of high performance that drives business outcomes. Risk Mitigation: A strong leadership team proactively addresses challenges before they escalate. They are adept at implementing contingency plans and creating stability during periods of uncertainty. The High Cost of a Bad Hire In our extensive experience working with SMEs, we’ve seen firsthand how damaging poor hiring decisions can be. Not only do you risk impacting team morale and productivity, but you also face significant financial consequences. Research shows that a bad hire can cost as much as three times the employee’s annual salary, considering recruitment costs, training, and lost productivity. For SMEs, these costs can be crippling, making it imperative to approach leadership recruitment with precision and strategy. How to Secure the Right Leadership Talent 1. Define Your Needs with Precision: Before embarking on the recruitment process, clearly outline the specific skills, experience, and qualities required for the role. This ensures the candidate will not only be a technical fit but also align with your business goals and values. 2. Prioritize Cultural Fit: Leadership is about influence, and a leader who shares your company’s values will integrate seamlessly into your organization. They will inspire your team and create a harmonious work environment conducive to growth. 3. Leverage a Confidential Recruitment Partner: Engaging with a specialist recruitment consultancy that has a deep understanding of leadership roles ensures access to a broader, more diverse talent pool. Confidentiality in this process is essential, particularly when you are hiring for high-stakes leadership positions. 4. Use Data to Inform Your Decisions: Utilize salary benchmarking and competency assessments to make data-driven hiring decisions. These tools ensure your offers are competitive, attracting the best talent while mitigating the risk of overpaying. 5. Invest in Onboarding: A successful leadership hire starts with a structured onboarding process that enables the new leader to quickly adapt and deliver results. A robust onboarding strategy sets the stage for long-term success. Real Success Stories from Strategic Leadership Hires At Appointments Personnel, we have had the privilege of helping over 100 SMEs secure leadership talent in the past year alone. The results have been nothing short of transformational: A Finance Director helped a growing manufacturing business cut costs by 15%, improving profitability through strategic budgeting and financial oversight. An HR Business Partner implemented a company-wide retention strategy that reduced turnover by 30%, saving the business significant recruitment costs. An Operations Manager overhauled logistics and operational processes, reducing delivery times by 20% and significantly boosting customer satisfaction. Additionally, we’ve witnessed how having an expert second opinion during the hiring process can make a game-changing difference. One of our clients almost overlooked an exceptional Finance Director candidate due to an internal review misstep. With our insight, they hired the candidate, who went on to increase revenue by 25% within the first year. The Power of Confidential Recruitment When it comes to leadership hires, confidentiality isn’t just a matter of discretion—it’s a competitive advantage. Whether you’re replacing a key role or expanding your leadership team, maintaining confidentiality ensures that sensitive information is protected and business continuity is preserved. Emma and I understand the importance of this better than anyone, having worked on confidential roles ranging from Finance Directors to HR Business Partners and Operations Managers. With our bespoke, confidential recruitment services, you gain a trusted partner committed to sourcing the leadership talent that will drive your business to new heights in 2025 and beyond. Contact Emma Bonfiglio to book a confidential meeting - Emma@appointmentspersonnel.co.uk
If you can't get to work because of the snow, it may reduce your pay as you may be forced to take unpaid leave.
Think of your recruitment strategy like your car before a long journey—without regular checks, you risk breakdowns at the most inconvenient times.