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Employee retention: How to STOP your best employees from leaving

by Business

Your team are the beating heart of your business – they’re not just cogs in the wheel, they’re the gears that keep your business engine running smoothly.

They boost productivity, inject your company culture with energy, and spread motivation across the board.

But what happens when the glow of engagement starts to dim, and even your brightest stars begin to flicker?

It’s a common scenario in the world of business, and it usually begins innocently enough.

Maybe an external opportunity catches their eye, or they start daydreaming about what life might be like in a different role or company.

Before you know it, they’re discreetly scanning job ads, networking on LinkedIn, and considering their options.

For you, this can be disastrous.

Not only are you at risk of losing your most valuable assets, but you’re also faced with the arduous task of finding, attracting, and onboarding new talent.

This costs time, money and causes A LOT of stress.

So, you might wonder: “How can I keep my best people engaged, satisfied, and firmly rooted within my business?”

In this guide we’ll delve into the reasons why your all-stars might start eyeing the exit sign, and explore strategies, insights, and actionable tips to help you improve commitment and loyalty, and navigate the challenges of employee disengagement.

Why do seemingly engaged people leave a job?

These are just a few of the reasons your seemingly engaged employees might want to leave…

Lack of opportunity: When ambitious employees perceive limited career progression or a stagnant career path, their eyes may wander. In today’s fast-paced job market, there are lots of opportunities, and talented people will seek new challenges elsewhere.

Lack of trust or development: Employees want trust and growth. If they feel micromanaged, undervalued, or stuck in a rut without opportunities to develop their skills, they may start seeking greener pastures.

Boredom: Monotony can be the silent killer of engagement. When tasks become repetitive and uninspiring, even the most dedicated employees may start dreaming of more stimulating roles.

Feeling under appreciated: Everyone loves a pat on the back. If your employees don’t feel appreciated for their hard work and dedication, they might be tempted to find a workplace where their efforts are acknowledged and rewarded.

Shift in company culture: Your company’s culture can evolve over time. If it changes in a way that doesn’t align with your employees’ values or expectations, they may feel disconnected and disengaged.

The Great Resignation: In the past year and a half, we’ve witnessed what is known as the “Great Resignation.” A mass exodus from the workplace, with millions reassessing their career choices.

A few factors are responsible, including low salaries, poor work-life balance, dissatisfaction with management, and a general sense of unhappiness.

It’s an employee’s market, and thanks to social media platforms like TikTok, trends like “quiet quitting” and “act your wage,” are allowing employees to connect with others who share their dissatisfaction, and to become choosier about where they invest their time and energy.

What makes people happy at work?

When it comes to creating happiness in the workplace, many business owners believe that the key is simply offering higher salaries.

While competitive compensation certainly plays a role in keeping employees content, it’s just one piece of the puzzle, and in today’s economy it’s not always possible. If it is, it’s worth noting that it comes with a few important caveats.

Paying higher salaries: Money can put smiles on faces, but it’s a short-term solution to a long-term challenge. The initial happiness boost from a salary increase tends to wear off relatively quickly.

There’s also a threshold beyond which additional pay raises have very low returns. Once employees earn enough to cover their basic needs and enjoy a comfortable lifestyle, further income increases have a limited impact on dedication and job satisfaction.

Instead, what truly breeds happiness at work are the aspects that go beyond the pay cheque:

Positive leadership: Effective and inspirational leadership can set the tone for the entire organisation. Leaders who lead by example, communicate openly, and support their team members create a sense of trust and motivation that is infectious.

Positive company culture: A positive company culture is like a magnet, attracting employees who connect with its values and mission. When employees find themselves in an environment that aligns with their beliefs and priorities, it creates a deep sense of belonging and purpose.

Pleasant work environment: The physical workspace matters. A clean, well-organised, and aesthetically pleasing office can significantly impact an employee’s day-to-day experience. It’s where they spend a substantial part of their waking hours, so making it comfortable and enjoyable is crucial.

Prospects for career progression: Employees need to see a clear path forward in their careers. Offering opportunities for growth, whether through promotions, skill development, or training, keeps them engaged and motivated to excel.

Ongoing learning and development: Encouraging employees to continually improve their skills not only benefits the company but also gives individuals a sense of personal and professional growth. Learning opportunities demonstrate that you value their development and see long-term prospects for them within the business.

Feeling valued, trusted, and appreciated: Perhaps one of the most critical factors in employee happiness is the sense of being valued and appreciated. Recognising and acknowledging their contributions, no matter how big or small – in a way that they’re comfortable with – can have a profound impact on their job satisfaction.

Work/life balance: A healthy balance between work and personal life is essential for employee wellbeing. A company that respects boundaries and promotes a healthy work/life balance is more likely to have happy, motivated employees.

A sense of purpose: Employees are most engaged when they feel that their work has a purpose beyond just making a profit. Demonstrating how their role contributes to the greater good can boost morale and job satisfaction.

What actions do I need to take?

Now, it’s time to translate this knowledge into actionable steps to strengthen your employee retention strategy. Here’s a roadmap for creating a workplace that keeps your best employees dedicated, motivated, and committed:

Invest in leadership training:

  • Effective leadership:Provide leadership training to help your managers become inspiring leaders who lead by example, communicate openly, and cultivate trust within their teams.
  • Performance management:Equip your managers with the skills to set clear expectations, provide constructive feedback, and recognise and reward outstanding performance.

Implement regular 121s:

  • Personalised development:Hold regular 121 meetings with your employees to discuss their career aspirations, learning and development priorities, and roadmaps for growth. This personal touch shows your commitment to their professional advancement.
  • Feedback and recognition:Use 121s to provide ongoing feedback, acknowledge their accomplishments, and address any concerns or roadblocks they might face.

Build a positive company culture:

  • Define and communicate values:Clearly define your company’s values and mission and communicate them consistently to all employees. Ensure that your actions align with these values.
  • Inclusivity and diversity:Create an inclusive workplace where diversity is celebrated. Encourage open dialogue and support diversity initiatives.
  • Employee wellbeing:Prioritise employee wellbeing by offering flexible work arrangements, promoting work/life balance, and providing resources for mental and physical health.

Continuous learning and development:

  • Training programs:Develop training programmes and learning opportunities that align with both individual and company goals. Encourage employees to acquire new skills and knowledge.
  • Mentorship and coaching:Implement mentorship and coaching programmes to foster a culture of continuous improvement and skill sharing.

Recognise and reward:

  • Performance-based rewards:Create a reward system that recognises and appreciates outstanding contributions. This could include bonuses, promotions, or special recognition events.
  • Peer recognition:Encourage peer-to-peer recognition, where employees can nominate and acknowledge their colleagues for exceptional work.

Work/life balance:

  • Flexible policies:Offer flexible work arrangements, such as remote work options, flexible hours, or compressed workweeks, to accommodate the diverse needs of your workforce.
  • Stress management:Promote stress management and mental health initiatives, including access to counselling services or stress-reduction workshops.

Measure and adapt:

  • Feedback:Encourage feedback, such as anonymous surveys or regular check-ins, to gauge employee satisfaction and identify areas for improvement.
  • Continuous improvement:Continually refine your retention strategy based on feedback and changing circumstances to ensure it remains effective.

Incorporating these actions into your business strategy can help you build a workplace where your best employees not only choose to stay but also thrive. By investing in leadership development, offering opportunities for growth, fostering a positive company culture, and prioritising wellbeing, you’ll be well on your way to retaining your all-star team for the long haul.

Get in touch

Remember, employee retention is an ongoing process, so stay committed to nurturing your talent and adapting to their evolving needs and expectations. If it’s something we can help you with, get in touch.

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Are you ready to learn more about employee retention?

If this guide has inspired you to get started, what are you waiting for? And if it’s left you with more questions or you’d like some assistance getting started, get in touch. we’d be happy to help.

Give us a call on 07422 727229 or contact us using the form below - we will be happy to answer any questions.

    nov3

    Navigating necessary redundancies with care

    by Business

    You might find yourself one day having to make the difficult decision to make your employees redundant.

    According to recent research, the number of planned redundancies in the UK has rocketed by a whopping 54% in the 12 months leading up to July. That’s a significant leap, totalling 237,017 planned job cuts in 2022/23, compared to 153,635 in the previous year.

    If you’re considering redundancy, you need to:

    Plan before you act

    Any company considering redundancies should plan meticulously. The first step is to determine how many redundancies are on the horizon (if there are 20 or more, you’ll need to carry out collective consultation).

    Gather all the necessary information that employee representatives will need and ask for. This pre-planning stage is vital because it sets the tone for a well-structured and transparent process.

    Collective consultation

    When it comes to collective consultation, it’s all about inclusivity. Take the time to properly plan, and don’t underestimate the importance of involving all relevant stakeholders. Inclusivity requires transparency and can help reduce some of the anxiety that often accompanies redundancy discussions.

    A well-planned collective consultation can typically be wrapped up in two to three weeks. It might sound like a tight schedule, but it’s doable with the right preparation.

     

    Selecting the right criteria

    The selection process is a part of redundancy planning that requires more careful consideration. Think about your desired selection criteria and scores for employees in pools. This ensures a fair, justifiable, and, most importantly, objective selection process.

    You have a certain degree of discretion when it comes to selecting criteria, but they should be as objective as possible. There should be no room for discrimination in any of the criteria. It’s all about making the process transparent and fair, so employees understand why you’ve made certain decisions.

    Support and communication

    Handling redundancies is not just about following employment law to the letter; it’s also about demonstrating empathy and understanding. Supporting affected employees at this time can make a world of difference.

    If you need further advice or a helping hand, get in touch.

     

    Can you help employees who are struggling with childcare?

     

    There’s a shortage of childcare workers in the UK, thanks, in part, to the low median salary for these employees. And it’s putting working parents under pressure.

    Combine that with the cost-of-living crisis we’re in, and that pressure turns into a full on crisis for many parents. A quarter of parents say their childcare costs them 75% of their take-home pay each month.

    So, what can you do to help?

    Start by asking your staff what support they need. And consider a flexible working arrangement that helps parents work around childcare responsibilities.

     

    Employee absence is at its highest rate since 2004

    A report has found that 2.5 million people in the UK are off work with chronic illness. And while some sectors fare worse than others, there’s a tool that can help tackle long term sickness for everyone… absence management software.

    Not only can it help track and monitor absence, and provide insights into what’s driving absence, but it also automates tasks, which gives you time to support both your sick employees and your workers who are left to pick up the slack.

    If you’d like help finding the right absence management software for your business, or more advice on managing absence, we can help – get in touch.

    According to new research, the average UK worker has up to £28,000 in stranded pension pots. And 88% of people with workplace pensions have at least one unclaimed.

     

    How to STOP your best employees from leaving

    Retaining your best performers is like holding onto a winning lottery ticket – you don’t want to lose it.

    But what happens when the glow of engagement starts to dim? Maybe an external opportunity catches their eye, or they start daydreaming about what life might be like in a different role or company. Before you know it, they’re discreetly scanning job ads, networking on LinkedIn, and considering their options.

    For you, this can be disastrous.

    So, how do you stop your best employees from leaving?

    Here’s a secret: while money is important, it doesn’t hold the sole key to employee engagement.

    Here are some of the X-factors:

    Positive leadership

    Effective leaders set the tone, communicate openly, and foster trust within their teams. Think of them as the influencers of office morale.

    Positive company culture

    When employees find themselves in an environment that aligns with their values, it encourages a sense of belonging and purpose. It’s the secret to employee happiness.

    Pleasant work environment

    The physical workspace matters more than you’d think. A comfortable, well-organised, and visually appealing office can significantly impact your employees’ daily experience.

    Prospects for career progression

    Providing opportunities for growth – whether through promotions, skill development, or training – keeps your employees motivated to level up.

    Ongoing learning and development

    Encouraging employees to continually improve their skills not only benefits your business but also gives them a sense of personal and professional growth.

    Feeling valued, trusted, and appreciated

    Everyone loves a pat on the back. If your employees don’t feel appreciated for their hard work and dedication, they might start wondering if the grass is greener on the other side.

    Work/life balance

    A healthy balance between work and personal life is vital for your employees’ wellbeing. Consider it your secret weapon for keeping them happy and motivated.

    A sense of purpose

    Employees are most engaged when they believe their work serves a greater purpose.

    Remember, employee retention is an ongoing commitment. By embracing these insights and strategies, you’ll not only keep your all-star team intact but also create a workplace that shines even more brightly.

    If I can give you a hand getting started, get in touch.

     

    Q&A

    My employee accepted a gift voucher from a client, is this bribery and corruption?

    If it’s reasonable and proportionate (to say thank you for a project, for example) and of nominal value (under £50 in one gift) it’s ok. Always consider the intention, value, and timing to decide whether a gift could be considered bribery.

    Do I legally have to provide disabled parking in the staff car park?

    Under the Equality Act 2010, disabled parking can be considered a reasonable adjustment, therefore, if it’s feasible, you should provide parking for any disabled employee that needs it.

    Can I insist on staff coming to a meeting on their day off?

    You can, but unless it’s covered in your contracts, you must compensate the employee for this, either with additional pay, or time off in lieu.

     

     

     

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    Office vs warehouse culture: How to keep the balance when your workplace includes multiple working environments

    by Business

    We all know that running a successful company comes with its fair share of challenges.

    And a big hurdle you might come across is managing your team as one when they work in different environments.

    As an employer, it’s crucial to manage both working environments fairly.

    That’s because fairness and consistency not only lay the foundations for good company culture, but is also a legal requirement too.

    Today, I want to explore some strategies that make sure everyone feels valued, motivated, and part of the team, regardless of their working arrangement.

    Communicate

    Open and transparent communication is the secret to a thriving workplace.

    And in a diverse environment it becomes even more vital.

    If each team understands one another’s goals, processes and challenges, then frustrations and conflict can be nipped in the bud before it becomes a bigger problem.

    And if your team does have frustrations or concerns, there should be a way for them to communicate this constructively, as their feedback could lead to operational improvements that make everyone happier.

    You’ll need to make a decision as to how you do this in a way that makes sense to your business.

    Encourage cross-team collaboration

    When teams work in isolation it’s easy for tensions to escalate or for misunderstandings to occur.

    You can encourage collaboration and interaction between teams by organising joint events, workshops, or virtual meetings.

    By providing opportunities for employees from different environments to interact and learn from each other, you can build bridges and nurture a sense of unity. Collaborative projects also promote problem-solving skills and creative thinking, enhancing overall team performance.

    Develop consistent policies and practices

    Consistency is key in maintaining fairness and trust within your organisation.

    Ensure that the policies, procedures, and performance standards you implement are consistent across all working environments. This includes everything from evaluating employee performance and career growth opportunities, to providing benefits and recognising achievements.

    When all your employees are treated equally and have access to the same opportunities, it stops resentment growing and helps build a positive work environment.

    Celebrate diversity and recognise contributions

    Embrace and celebrate the unique strengths and perspectives that each team brings to the table.

    Recognise and reward individuals for their contributions, irrespective of their working arrangement.

    Create a platform where you and your employees can share success stories, accomplishments, and milestones – across any team – with the entire company.

    By doing this you can build a culture that values diversity and inclusivity. Feeling appreciated and valued goes a long way in building team morale and reducing ill feelings.

    Organise team-building activities

    It gets a bad rap, but promoting team-building activities can help break down the barriers of separate working environments.

    Plan regular events, like team lunches, virtual happy hours, or fun challenges, that mix employees from different departments. These activities break down barriers and help individuals form personal connections, bridging any gaps caused by separate working environments.

    Conclusion

    Remember, as a business owner, it’s essential to proactively manage the challenges of a diverse working environment.

    Fairness, consistency, and inclusivity are the building blocks for a thriving company culture. And by promoting open communication, cross-team collaboration, and recognising individual contributions, you promote harmony and prevent toxicity.

    Let’s all embrace the diversity within our teams and create an environment where everyone feels appreciated, motivated, and excited to be part of the journey toward success!

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    Are you ready to learn more about balancing multilpe working environments?

    If this blog has inspired you to get started, what are you waiting for? And if it’s left you with more questions or you’d like some assistance getting started, get in touch. I’d be happy to help.

    Give us a call at 07422 727229 or contact us using the form below - we will be happy to answer any questions.

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      The introductory guide to HR software: How to use HR Software to make managing your team easier, faster and cheaper

      by Business

      Imagine a world where HR tasks are completed with lightning speed, and you have immediate access to insights that’ll help you make great business decisions…

      Well, there’s a solution. It’s HR software. And it might revolutionise the way you manage your employees and business forever.

      What is HR software?

      Much like any management, project management or ticketing software – HR software helps you get your HR done quicker and easier.

      There are different types of HR software available to cater to the diverse needs of different businesses. The most common type is HR management software (HRMS) or human capital management (HCM) software, which includes features like employee data management, attendance and leave tracking, performance evaluations, talent management, and reporting.

      What are the main benefits of HR software?

      Saves you time

      HR software is a ‘one stop shop’ for all your HR tasks. Every aspect of your HR can be managed via your chosen software and will help you speed up getting your HR done.

      Reduces costs

      Time is money. Not only will you save money by spending less time on HR admin, but it will also help you make better business decisions in the future that will make the business more efficient.

      Helps you stay legally compliant

      When all of your HR is in one place, it’s easier to see what you’re missing and will help you follow Acas guidelines – keeping your business legally compliant and protected.

      Keeps your employees happier

      HR software allows you to manage holiday and other employee requests in a more efficient way, which helps managing your employee’s expectations easier.

      Helps you make great business decisions

      When all your HR data is in one place, it’s easier to run reports and unlock insights that will help you make great business decisions.

      It’s safe and secure

      As most HR software is cloud based, it’s the safest and most secure way to look after your employee’s sensitive personal data.

      It’s scalable

      As your business grows, your HR software will grow with you without any additional effort.

      What are the main features of HR software?

      HR management

      Imagine seeing a profile on each of your employees that includes all their records, whether that be contracts, leave, sickness, training or performance.

      That’s exactly what you’ll get with HR software.

      It’s a centralised place for you to safely keep a record of your employee’s sensitive information, their documents and company documents.

      Say goodbye to that messy filing cabinet!

      Reporting

      Whether you need a report on sickness, finance or time logs, your HR software will give you the information you need to make informed decisions for your business.

      Performance management

      Your employees are your greatest asset which is why their performance is very important to you. With HR software, you’ll be able to share goals, set objectives and keep a record of their appraisals, training and performance.

      Leave and absence

      Managing holiday requests and absence is probably your biggest headache.

      HR software allows you to plan holiday requests more easily and can flag when absence is becoming an issue, allowing you to nip it in the bud before it becomes a bigger problem.

      Time tracking, rotas and shift planning

      Some HR software also tracks time, rotas and shift planning helping you make sure resource is there when you need it.

      What HR software should you use?

      Breathe HR is arguably the best HR software provider in the UK, which is why we’re a partner.

      When you start working with us, we’ll discuss the benefits that Breathe HR can provide to your business and help you get set up on this software quickly and efficiently.

      Get in touch

      For more information about HR software, or about anything else to help make managing your HR easier then please get in touch. We’d love to help.

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      Are you ready to learn more about HR software?

      If this blog has inspired you to get started, what are you waiting for? And if it’s left you with more questions or you’d like some assistance getting started, get in touch. I’d be happy to help.

      Give us a call at 07422 727229 or contact us using the form below - we will be happy to answer any questions.

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        Confused about Gen X, Millennials and Gen Z? And do you even care?

        by Business

        As a business owner, you should be aware of generational cohorts. Here’s why…

        Generational cohorts are groups of people based on a person’s birth year. And they seem to be talked about way more than they ever have been before…

        Maybe because the world’s use of technology has skyrocketed in the last 10 years and cohorts like this are really important to big companies like Google and Meta.

        Why? Because different generations behave, think and feel in different ways.

        This is why generational cohorts are especially important to you too. Or, depending on the size of your company, something to be aware of.

        So, what are the different generations out there?

        Baby Boomers (1947-1964)

        Are hardworking and value face-to-face communication. Traditionally they’re seen as team players and they’re goal orientated. They’ve got a wealth of life experience so shouldn’t be brushed aside.

        Generation X (1965-1980)

        Have great work ethic, but they see their jobs as what they do, not who they are. They want a good work/life balance and prefer to work with like-minded people who share these values.

        Millennials (1981-2000) 

        Will make up 75% of the workforce by 2025. They want to make a difference and see their job as more than just a way to make money. They want bosses who help them develop, are transparent, and above all, treat them as individuals.

        Generation Z (2001-2020)

        Have grown up with technology and are used to being constantly entertained, they want a role that will keep them engaged, with great communication, and full transparency. They want a progressive, open-minded environment to grow in.

        Your team are your greatest asset. Which is why it’s important to understand their drivers. Understanding their generational cohort could help guide you.

        If you’d like a chat about your team and how we could help, please get in touch.

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        Are you ready to learn more about generational cohorts?

        If this blog has inspired you to get started, what are you waiting for? And if it’s left you with more questions or you’d like some assistance getting started, get in touch. I’d be happy to help.

        Give us a call at 07422 727229 or contact us using the form below - we will be happy to answer any questions.

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          People Issues? 8 Compelling Reasons it Makes Sense to Carry Out an Employee Survey in Your Business

          by Business

          Now, you’ve heard all about employee surveys and how other organisations are carrying them out regularly, and reaping the rewards, but you’re not really convinced they’re suitable for your business. After all, you only employ a handful of people, so what’s the point? Would one even work for a small number of employees? Surely they are designed for large employers? 

          Besides, things seem to be ticking along reasonably well, and you’ve been running your business for a few years, so it’s best not to risk upsetting things – isn’t it? Oh, but you’d love to find out what your own employees are thinking, though, but it all seems like a lot of hassle, and you don’t have the time, especially if no one bothers to complete it.

          Employee surveys are surprisingly easy to carry out and you might be amazed how readily your people take part. They don’t have to be long and complicated.

          In this blog post I will share 8 reasons it makes sense to have an employee survey, so you can reap the benefits that other businesses are enjoying.

          1. Measure employee engagement 
          2. Identify the hidden talent in your organisation 
          3. Build trust with your employees 
          4. Become aware of barriers to organisational growth
          5. Proactively deal with issues 
          6. Let your people know you care 
          7. Understand areas for improvement 
          8. Use the results in your marketing strategy 

          Why have an employee survey?

          There’s nothing like data to help you see what your employees need to stay engaged and motivated. Employees that are engaged and motivated are happy employees, and this is so important to keep the momentum going in your business.


          Image credit: Emily Morter on Unsplash

          The very fact that an organisation conducts an employee survey will send a positive message to your people that their opinions are valued. Surveys are an effective means of understanding the mood and concerns of employees and are instrumental to your plans for growth. 

          But isn’t this just more work for busy company owners?

          It may seem like a lot of work to carry out a survey, but it doesn’t have to be. You don’t need to make it overly complicated or lengthy, but it is important to ask the right questions, relevant to your business. For example, if you employed only field-based staff or homeworkers, it would be irrelevant to ask for opinions on the office equipment or kitchen facilities. It’s also important to follow up on responses from your survey, to demonstrate that you are listening and taking on board the views of your people.

          There are many third-party organisations that specialise in providing employee survey platforms, so you won’t be left to do all the work yourself. They are also effective and inexpensive to run, anonymous and therefore confidential.

          Here are my 8 reasons it makes sense to have an employee survey, so you too can benefit.

          8 Reasons it Makes Sense to Have an Employee Survey

          1. Measure employee engagement

          Regardless of the size of your business, it’s important that your employees are motivated and engaged when they are at work. If your people are motivated and engaged, they will perform at their best.

          Being alerted to any behaviours that indicate there is a lack of motivation and where people are less engaged, means you can talk to individuals to understand why this might be. Maybe they feel as though their ideas aren’t of value to the business, or that the job they are doing is unfulfilling. They could have family, health, or financial concerns. You won’t know until you ask.

          By carrying out regular employee surveys you can keep abreast of issues of concern that you wouldn’t normally be aware of, especially if you often attend off-site meetings.

          2. Identify the hidden talent in your organisation

          There could be hidden talents within your business that you’re unaware of; think how useful it would be to your business to be able to tap into that talent. A recent survey found that half of employees feel frustrated due to the lack of career progression with their current workplace. 

          It’s much easier, and rewarding, to both the business and the individual, to grow your talent organically, rather than start from scratch with someone new that needs to get to know all about the business before they can contribute fully. There’s also less disruption to daily routine and productivity.

          It makes sense, then, to carry out employee surveys to identify these people and to nurture them. This will give them the opportunity to develop and contribute more to your business, while helping to retain, rather than lose them to your competitors. 

          3. Build trust with your employees 

          Surveys provide people with a safe space to air their views, which is invaluable, especially if there are individuals in the organisation that are self-conscious about speaking up. There may also be those that, for whatever reason, don’t trust management, who might be reluctant to speak. 

          Image credit: Antonio Janeski on Unsplash

          A survey carried out anonymously provides the participant with the time to consider their responses and elaborate on topics of interest to them, which they may be too self-conscious or cautious to do in an interview. 

          What better way to build trust with your employees than to communicate with them via a survey? If they know the survey is anonymous and answers are confidential, they are more likely to speak honestly. 

          4. Become aware of barriers to organisational growth 

          You’re trying to grow your business, but there’s something standing in your way, and you can’t quite grasp what the problem is. By asking questions of your employees, you are far more likely to learn what these barriers are than if you simply ‘keep your ear to the ground’ or do nothing. 

          It could be something simple, such as key people being unavailable at certain times. It could be something more significant, such as personality clashes between staff and managers, leading to performance issues, or low morale. All of these can have an impact on the growth of your business. 

          Being aware of issues early gives you the best opportunity to address problems and move forward with your growth plans with confidence in the knowledge there should be no nasty surprises, giving you peace of mind. 

          5. Proactively deal with issues 

          Forewarned is forearmed, as they say, so this is the ideal opportunity to get to know about any issues before they get out of hand, so managers can be proactive in dealing with them. By dealing with issues early, you are mitigating further, more serious and complex issues, which can take longer to sort out. 

          A survey will identify where there are issues to be addressed. For example, if someone is thinking about leaving, you would probably want to do your best to keep them. It is much easier to have a conversation with them now to find out why they are thinking of leaving, than if you only became aware of their intentions once they have handed in their notice. By this time, they have most likely already accepted a new job. 

          Proactively dealing with issues such as this can save you time, money, and your talent. A survey will help you to do just that. 

          6. Let your people know you care 

          Rather than communicate with your employees by reacting to their complaints, why not reach out to them first and invite them to share their thoughts? This will go a long way to show them you care and will shift the tone of communication from hostile to amicable. 

          Image credit: LinkedIn Sales Solutions on Unsplash

          An employee survey is the perfect way to start conversations about how your employees are feeling, what they like and don’t like about the organisation or management, and what they would like more, or less of. 

          Listening to, and acting on, the responses to a survey will strengthen relationships between you and your employees. Isn’t this more favourable than reactively dealing with their complaints, which could alienate them?

          7. Understand areas for improvement or development

          No business is perfect, and much can be learned from your people regarding what works well and what doesn’t. After all, it is they who are performing the activities that keep the business going, so why not ask them?

          Maybe you have been focusing on one area of the business and not yet recognised that another area needs improvement. For example, you want to offer a new service to your customers, but the survey reveals the key people in that area lack the skills or motivation to provide the service effectively.

          Once you have gathered the feedback from your survey, you will be much better placed to offer tailored support and training to those that need it to allow them to develop and progress. This can only be good for your business and its customers.

          8. Use the results in your marketing strategy

          Using some of the highest scores from your survey can be used in your marketing and recruitment campaigns. Tell everyone what a great place your organisation is to work and how happy your people are. For example, if your employees love the company sports day, or they value early finishes on Friday afternoons you can highlight these in your campaigns. 

          Remember, good customer service applies to your employees as well, as they are your internal customers and the most costly asset of your business. Imagine – you may never have to advertise vacancies again! Wouldn’t it be great if people came knocking on your door to enquire about career opportunities? 

          Over To You…

          So now you know why it makes sense to have an employee survey, what are you waiting for? It’s the smart way to find out what your employees think about working for you, how engaged they are and how you can work better together. 

          In this blog post I have covered 8 of the reasons why it makes sense to have an employee survey, which enable you to:

          1. Measure employee engagement 
          2. Identify the hidden talent in your organisation 
          3. Build trust with your employees 
          4. Become aware of barriers to organisational growth
          5. Proactively deal with issues 
          6. Let your people know you care 
          7. Understand areas for improvement or development
          8. Use the results in your marketing strategy 

          Want to know more? I’ll post more on this soon, so look out for regular updates. You can also complete my contact us form or book a call now find out how BlakeHR can help you to carry out an Employee Survey.

          If you would like to find out more about the types of service I offer please visit my “Our Services” page.

          Image credit: Antonio Janeski on Unsplash

          What is an Employee Survey? 5 Reasons Why One is Essential for Your Growing Business

          by Business

          So, you’re wondering why it is that your employees seem to be barely present and doing the minimum to get the job done. They stroll into work, or log on at home bang on time, or a few minutes late, then watch the clock waiting for lunch or home time. Why is this? What’s going on? What can you do – is there anything you can do?

          If only you could tap into their thoughts about work, what they like and don’t like, what they would change if they could; find out what they really thought of the company – and YOU, the owner. What about an employee survey? This is a method used to gather opinions that can be used by management to build a positive environment.

          In this post I will share 5 reasons why you need to carry out an employee survey.

          1. Become aware of burning problems before they get out of hand
          2. You can learn from communicating with your people
          3. Increased employee engagement
          4. You’ll retain your top talent for longer
          5. Your business will run smoother with less interruptions caused by people issues

          What is an employee survey?

          An employee survey is a means of measuring your organisation’s level of engagement. It is a confidential survey of your employees designed to gather their feedback and assess their engagement levels. 

          For example, your employees are hard-working, and work well together in their teams. The business has plenty of orders and things are running smoothly. However, you know things could be even better, but you just can’t put your finger on what’s missing. Here’s where an employee survey would be useful to find out what the workers think. Who better to gather valuable insights from than the people within the organisation?

          Why are employee surveys important?

          It’s important for organisations to know how their employees are feeling, and to gauge any likelihood of people leaving, potentially taking their valuable skills with them. There could be many reasons for employee dissatisfaction, ranging from the tea and coffee constantly running out to feelings that managers and senior management aren’t sufficiently visible or approachable. Other reasons could include employees feeling they have limited scope for development and progression.

          I once worked with an organisation where employees were unhappy, always complaining to each other and there seemed to be an ‘us and them’ atmosphere throughout the business regarding the relationship between employee and employer.

          After carrying out an employee survey and analysing the results, it was found that employees believed senior management wasn’t sufficiently visible; they felt that decisions and changes that affected them were made without their input, which contributed to their feeling of being undervalued. The business was on a slippery slope to losing some of its most talented people.

          Employees elected their own representatives to be the link between senior managers and themselves. Following senior leadership meetings, representatives were briefed on matters discussed and these were communicated back to their peers. This had the effect of repairing relationships between the two parties, giving employees the opportunity to voice their opinions and make some worthwhile contributions.

          5 Reasons to Have a Survey

          1. Become aware of burning problems

          When you know what could be causing anxiety among your people, you are in a good position to address the issues early. It can be difficult for some people to speak up and so they choose to stay quiet; they may think they are making something out of nothing and may not want to make a fuss. An anonymous employee survey gives them the opportunity to speak.

          Think how much happier your employees would be if they knew the faulty hand dryers in the toilets were fixed!

          2. You can learn from engaging with your people

          Your employees are best placed to tell you what’s missing, how things could work better or come up with new ideas that would benefit the business. By listening to them and giving them a voice, they feel part of the business, which automatically motivates them to perform at their best.

          When your employees are motivated and feeling involved in the business, they are more likely to turn up every day and this means productivity is improved. More production means more sales, which increases revenue.

          Regular attendance when employees are more engaged, leads to fewer absences and leavers, which means less money spent on sick pay and recruiting. Now that’s a good saving.

          3. Increased employee engagement

          Image credit: Antonio Janeski on Unsplash

          When employees feel listened to, they engage more with the business, perform better and are happier in their work. This lifts the mood of the whole organisation and makes it a much happier place to be. There is reduced risk of poor performance and conduct issues.

          With fewer performance and conduct issues to manage, your line managers will be able to concentrate more on their teams and business objectives, which means operations run smoother and more efficiently.

          With less human hours spent on non-productive work, the business gets the best value from management resources. That’s another good saving!

          4. You’ll retain your top talent for longer

          Everyone wants to enjoy their time at work. Employees that are regularly surveyed, with effective follow-up, are more likely to stay with their employer. This means you recruit less often, there are fewer skills gaps in your workforce and production is more seamless, as there’s less time spent on settling in new people.

          A recent survey of over 6,000 UK workers carried out by the Chartered Institute of Personnel & Development (CIPD) has shown that 20% say it’s likely they will leave their current role in the next 12 months. Reasons include wanting to increase job satisfaction, the desire for better work-life balance, better pay and benefits and wanting to do a different type of work.

          An employee survey will give insights into the level of employee satisfaction, highlighting any concerns and providing the business with an opportunity to dig deeper and address the concerns identified. This could mean the difference between losing your top talent and retaining it. What’s not to like about that?

          5. Your business will run smoother with less interruptions

          If your people are happier at work, they’re less likely to be absent or perform poorly. This means there’s less likelihood of having to carry out performance management and poor conduct procedures – so employees and managers spend more time being productive.

          When there are performance and conduct issues to deal with, especially in a small team, this can have a draining effect on the rest of the team or organisation. The mood dips and productivity suffers. No one likes an environment where people feel dejected. It makes sense to minimise this possibility as much as possible. 

          Regularly surveying your employees, and following through with solutions, will put you in the best position to keep on top of any people issues that may be simmering under the surface. Win, win.

          The bottom line is…

          Employee surveys are an important part of getting to know your people and engaging them with your business. Your people are your greatest and most costly asset, so look after them and they’ll look after your business. By surveying your employees regularly, you can address any issues as soon as possible, learn valuable insights from your people, increase their engagement with the business and retain top talent. You’ll also run more smoothly as an organisation with fewer people issues to deal with.

          Want to know more? I’ll post more on this soon, so look out for regular updates. You can also complete my contact us form or book a call now to find out how BlakeHR can help you to carry out an Employee Survey. If you would like to find out more about the types of service I offer please visit my “Our Services” page.

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          Why should you work with BlakeHR?

          by BusinessUncategorized

          Hi, I’m Sandra Blake and I’m the Founder of BlakeHR. I thought I would start my first blog with a Q and A of questions that potential clients often ask me when we first start talking and building a relationship. Why not check out more ‘about me’ when you have read this blog?

          How do you approach your work?

          My job is to provide friendly support in a way that you can understand. This means:

          • Not using jargon and “HR speak”
          • Using plain English, especially in written documents
          • Providing you with documents or recommendations for best practice
          • Coaching your managers (if required)
          • Always working to the mantra that “no question is a silly question”

          Tell me about your credentials

          I qualified with the Chartered Institute of Personnel and Development (CIPD) in 2009. I became a Chartered member in 2014 after gaining substantial industry experience in the HR field. The CIPD is the industry-wide recognised membership good practice body for the HR and people-related profession.

          My HR experience comes from a wide variety of sectors, including, but not limited to, education, central Government, telecoms, retail, logistics/distribution, manufacturing, IT, and accounting.

          What experience do you have in project management and HR?

          Some of my past projects have included:

          • Transfer of Undertakings (Protection of Employment) also known as TUPE, both for transfer in and transfer out of employees, for multiple organisations
          • Employee survey analysis identifying areas of concern, including dissatisfaction, potential resignations, interest in development among other things
          • Transformation and integration, including helping an organisation to implement a new system to combine their HR, payroll, and finance functions
          • Workforce planning and restructuring of an organisation that took on new projects and required new skillsets
          • Employment tribunal, where my role was to support the senior management in their response to an unfair dismissal claim

          How do you ensure you stay up to date with HR law and compliance?

          I ensure this through many different methods. Firstly by Continuous Professional Development (CPD) which is how I am able to call myself a Chartered CIPD professional, and is part of the membership. The importance of staying current cannot be overstated as things can change quickly, and often do in the HR space. I stay up-to-date with HR news and trends by studying, journal reading, networking, and attending webinars frequently.

          Why should you choose to work with me?

          Because of the type of work that I do, it’s essential to gain trust from the outset. I’m trustworthy, professional, and personable. In recent organisations that I’ve worked with, I have been described as “the voice of reason”, “a safe pair of hands” and even “a comfort blanket”!

          I have great knowledge and experience which makes me an essential part of your consulting team for all of your HR and people needs.

          Thanks for reading this blog. I hope it has given you a bit more insight into both myself and BlakeHR.

          How can I help you with your HR and people needs?

          Book a call now to make an appointment for a no-obligation chat, or complete my contact form. If you would like to find out more about the types of service I offer please visit my “Our Services” page.