Connecting...

retain talent in organisation

Please Don’t Go! How To Retain Top Talent In Your Organisation

retain talent in organisation

Businesses exert a lot of time and resources in sourcing and appointing the right people. Having excellent staff is great but you cannot rest on your laurels. Competitors are always ready to prise them away with lucrative offers. How do you ensure that your best and brightest remain happy in their jobs and committed to your company?

 

 

Create a nice atmosphere

If your workplace is a pleasant place to work, your staff will feel more comfortable and have less reason to seek a move. Good rapport can be fostered by organising occasional staff outings, parties and collective participation in charity events. The investment in morale boosting activities can be crucial to staff retention in the long run.

 

 

Keep the lines of communication open

The phrase ‘my door is always open’ may be a cliché, but every manager should operate an open door policy. Look for employees input at meetings and ask for feedback when introducing new measures or projects and consider implementing suggestions they might have. This openness and transparency generates positivity amongst staff as they feel that you trust them and value their input and opinions.

 

 

Keep staff challenged

The best talent in any organisation want to be challenged in their role. If they are not stimulated by their work they may consider looking for pastures new. Vary tasks where possible. Assign staff to testing projects where they can put their skill set to use in different areas of the company. This will help invigorate staff and make them feel that every day at work represents a new challenge.

 

 

Reward excellence

Hard work and great results need to be acknowledged by management. Few things are more disheartening in the workplace than top class work not being appreciated. Acknowledgement can take the form of bonuses and generous commission rates or staff outings and parties. If employers feel their efforts are going unnoticed they can feel undervalued and begin to look at other organisations where they may receive more recognition and rewards.

 

 

Allow for work/life balance

Companies that recognise that employees have lives outside of the workplace generally have higher staff retention rates. If at all possible, offer schemes that allow for flexi time and even working from home. For example I’m currently working remotely from Canada for Sigmar in Ireland as I really wanted to go travelling for a few months without having to look for a job, so my boss has let me do that.

Ensure that you have adequate sick leave in place and provide sufficient holiday time. If employees don’t feel that they are receiving good perks or are unhappy with their work/life balance they could think about making a move.

 

 

Provide a platform for continued learning

Assertive employees want to learn and grow within an organisation. Allow them to attend seminars and training courses and sit internal exams if feasible. Staff will be grateful for the chance to upskill and increase their knowledge base.

 

 

Opportunity for progression

Every ambitious employee has the desire to progress their career as much as possible. It’s vital that structures are in place to allow progression. Hiring from within the organisation can have a really positive effect. Staff can see that there is a chance of advancement within the company. If talented members of the organisation see senior roles being filled by outside candidates, they can feel undervalued and become disheartened. This may lead to them seeking a move to another company where they feel they may receive the opportunities they deserve.

 

 

Conclusion

We hear time and again that employees are an organisations most valuable resource. Keeping them feeling valued and satisfied should be one of your main priorities. Staff leaving can be bad for company spirit and hinder productivity, while finding replacements can be difficult. Happy employees who are comfortable in their post are a lot less likely to leave. The onus is on you as a company to ensure that your employees are content and fulfilled in the job.

Posted by Recruitment Consultant, Sigmar on 7 December 2017

Related Content

W1siziisijiwmjevmdqvmdcvmdavnduvmzmvmzg4ytnmmzetyjq3ni00nwzhlthiyjqtn2yyogvlmwm1ymjilzawmdzmzmyxltk5mc5qcgcixsxbinailcj0ahvtyiisijqwmhgynjajil1d

Post-Covid US trade mission planned for April 2022

Post-Covid US trade mission planned for April 2022

  By Adam Maguire Business Journalist, RTE View Original Article on RTE   Business group Ireland Gateway to Europe has announced plans for a post-Covid trade mission to the US next year. The mission is scheduled to take place in April 2022, focused mainly on Boston and Chicago. It will seek to encourage US firms to invest in Ireland, while also helping Irish companies that are looking to get a foothold in the American market. As travel options are currently limited, IGTE is also planning two further virtual events for later this year. However Adie McGennis, founder of IGTE and CEO of Sigmar Recruitment, said those online functions did not have the same draw as an in-person trade mission. "Obviously the Irish-US relationship has been really strong over the years so I think meeting in person certainly excites a number of our members over here, and importantly a lot of the people we'll be meeting over there too," he said. IGTE was established in 2012 and has hosted a number of trade missions already - mainly to US cities, but also some to London. Mr McGennis said that, over the years, they had developed particularly strong links in Chicago and Boston, which is why the mission will focus on those cities. "Particularly the relationships with Notre Dame and Boston College has been really strong, the access they give to politicians, to businesspeople, to the Irish community over there, has been immense," he said. "Chicago and Boston will form the core of it, though we may tag on one more city." Certain US cities are synonymous with specific sectors - for example San Francisco’s connection to tech and New York’s link to finance - however Mr McGennis said there was no particular type of company they were looking to connect with for the Boston/Chicago trip. He said there were some areas where the cities are having particular success, but that did not mean firms from other industries were not welcome.   "We're pretty open," he said. "The east coast, particularly around the Boston area, is synonymous with medical devices and pharmaceuticals… but also tech around the Boston area and the east coast generally, has been huge for Ireland for the last couple of years. "Chicago has got quite a mix… so we’re pretty agnostic as to the nature of the business." Recently the Biden Administration has pushed forward with plans for a 21% corporation tax on US multinationals' foreign earnings - which some argue would undermine the attractiveness of Ireland’s 12.5% rate. Mr McGennis said it was not clear what impact that would have on companies’ interest in Ireland, but he was confident that there were a number of factors that made the country attractive to US firms. "The simple answer is that we don’t quite know how the 21% is going to pan out," he said. "If it does prove to be a challenge, and there have been challenges in the past, all the more reason to go over. "Our strong argument for years is that US companies have set up deep roots in Ireland and it definitely was not all about tax; the talent, the quality of life, the EU access right now post-Brexit - have become a lot more important issues." He also said that, while the Biden plan could be a challenge for Ireland, the new administration there was generally felt to be a positive for the country. "A lot of Joe Biden’s administration we hope to be participants in some of our events, because they’re certainly embracing the whole Irish-US relationship on various different fronts," he said.

W1siziisijiwmjevmdmvmdqvmtkvmdivmzuvztfhztvhmgmtmdq5nc00ogfllweynditzjcynte5oge5mguyl1jvyiaxlkpqryjdlfsiccisinrodw1iiiwindawedi2mcmixv0

SURVEY: Just one third of Workers to Return to the Office Full-time Post-Covid

SURVEY: Just one third of Workers to Return to the Office Full-time Post-Covid

According to the Sigmar/AON Pulse Report on the future of work post-Covid, just 34% of workers will be returning to the office on a full-time basis once Covid restrictions are permanently lifted. 22% of employees are expected to work full-time remotely with the remaining 44% to work hybrid between home and the office. Of this hybrid cohort, 92% will spend three days or less in the office. The Sigmar/AON survey  polled 253 companies in Ireland to get insight into the future of work practices post-Covid. Commenting on the findings Talent Summit founder and Sigmar chief commercial officer Robert Mac Giolla Phádraig says:  “Recent speculation about the future of work has seen a division in thought between commentators and experts regarding the role the office will play in working practices post-Covid. With this poll, we have real insight into how employers are planning for the world of work once restrictions are lifted. The reality is that two thirds of Ireland’s workforce will see permanent changes in their work practices. That is a massive shift that affects the majority of us.”   Remote Working to Spark a Global War for Talent The Sigmar/ AON survey finds that 22% of employees will work full-time remotely. Says Mac Giolla Phádraig:  “Remote work is the emerging front of a world war for talent, being fought virtually and our remote workers the spoils of this war. “Ireland is globally recognised as an epicentre of highly skilled and educated workers, making this cohort of employees an attractive proposition for employers from around the world. “There is now global competition for local talent, requiring an arsenal of new methods and systems to compete, as it’s more about hearts and minds than before. “International competition of this cohort of workers will be fierce, effectively opening up a whole world in which 22% of our workforce can work.” The Future is Hybrid 44% of Ireland’s workforce will work hybrid between office and home.  92% will work three or less days in the office. The reality is that many of us will work hybrid between the office and home. Last year we were challenged by the forced dislocation of the workforce from the workplace. This year, however, we will choose how, by whom and where work gets done, which requires deep consideration as we re-architect work over the coming months. This is a critical moment in time for the next generation of work. Says Mac Giolla Phádraig: “ “According to this survey the future is hybrid.”