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08 Nov

After the love has gone

You know that bit when you’re in a relationship and you’re thinking, “Hmmmm, is this as good as it gets?”

And you don’t know whether to stay. Or go.

And you wonder…is the grass really greener? Or, is it ‘better the devil you know’?

That bit… 

Well if you’re an employer, you can bet your bottom dollar that you have a whole heap of them cruising around your organisation wondering every single day of their lives, what it would be like if another employer shone the light on their faces. Lit them up. Set them on fire and made them feel fantastic again.

And you’ll know exactly who they are. The bright sparks that fizzled out and became grey. The ones that tilt their heads and narrow their eyes when they look at you. The disengaged, the disillusioned and the disenfranchised.

And with the dark nights and cold mornings creeping in, it’s only likely that this bunch will continue to grow over the next couple of months as research shows that January is in fact the month employees are most likely to think about changing jobs with almost one in five (18%) citing this as the most popular month to make a move (Glassdoor). Because, the world’s a different place now. In years gone by, people stayed put. They didn’t jump ship. Nowadays, we’re more aware of our own self-worth (and there are lots of people out there to remind us of that if we don’t).

So, what can you do to win back the love?

We spend our lives talking to organisations in the hospitality and leisure sectors and we know how challenging it can be to keep hold of the good folks and have an everlasting love.

You’ve invested in them, they’ve invested in you and together, you’ve got through some highs and lows, some hiccups and some almighty bumps. You have history. You have roots. You know each other. The ‘new’ is daunting for you and them. Change is always a bit of a fright.

So – in an ideal world, you get to keep your great people and they love you for a decent enough period to make a difference to your organisation, your culture and of course your bottom line.

So, with the new year, and perfect time for new beginnings creeping up, what can you do to win them back?

Rejuvinate your employee benefits programme to highlight your appreciation. Make sure your benefits package actually aligns with your staff’s needs, not what you think they’ll need. The last thing you want is for them to feel like are a faceless individual who is just part of a sea of employees. Recognise individual achievements, acknowledge their particular needs and circumstances. So look at how to best you can communicate this with them to ensure they feel valued and cared for.

Encourage new challenges to keep staff motivated and inspired. If a job role becomes repetitive or stagnant without change or opportunities to progress, even the least ambitious employees can become demotivatedAsk your staff about areas they would like to improve in, and work alongisde them to help them cross new boundaries and achieve better results. Make them feel empowered. Offer incentives for reaching targets. Employees who know that they can progress and better themselves within your company are more likely to stay with you and work harder.

Be transparent. Do your employees know how the company is doing? Dougherty says it is important you are as transparent and open about the company's current health and projections as possible. An employee who feels invovled and kept in the loop is much more likely to feel positive and hopeful about their future within the company.

Be more inclusive. Involve your employees in major company decisions, where practical. There are few better ego boosts for an employee than when their employer recognises that their skill, knowledge and experience warrant input into boardroom-level decision-making.

Team build. From the football pitch to the boardroom, working as a team is beneficial in a wide range of contexts. It helps to build friendships, trust and a sense of belonging (a little bit of healthy competition isn’t a bad thing either). Make your workplace a fun place to work and encourage teamwork and staff bonding exercises – could you go out for a staff lunch,or arrange a Christmas afterrnoon.

As you can see, it really requires a mixture of the hard stuff and the soft stuff but together, it works and it’ll help you to hold on to your biggest asset – your people. The good ones.

 

Do you offer your staff volunterring opportunities? If not, here's why you should