No matter how hard you try to retain your workforce, certain individuals will have their own ideas!
New years bring new resolutions and January is often a time of change. Many employees come back to work with their letters of resignation ready to hand to their managers, ready for a fresh start. Often Managers can be blind-sided and these could have been prevented with earlier intervention.
But other employees aren't as far on in this journey. They're probably considering a move but are yet to make their mind up - and they certainly aren't resigning without an offer on the table. The cost of replacing these individuals and the lack of productivity during their notice peroid can have a significant impact on the forward momentum of a business.
This is where HR teams can really help their organisation. They can put a plan in place to help reduce low engagement that can lead to higher staff turnover. Below are seven practical steps you can take as an HR manager to quickly engage employees and ensure they feel valued upon returning to work:
1. Do a 'temperature check'
• What to do: Schedule a 'temperature check' style survey to go out to all your employees. This will collect data about their feelings about the past, present and future of their role within the organisation and gather useful insights.
• Impact: HR teams and business leaders obtain useful data to help understand the the overall mood of the business. Employees feel more valued and that their ideas will contribute.
2. Conduct "Stay Interviews"
• What to do: Schedule informal, one-on-one meetings with employees to understand their needs, career goals, and any concerns they might have. These discussions focus on why they enjoy working for the company and what improvements could be made.
• Impact: Demonstrates that you care about their opinions and career development, providing insights to address potential issues before they consider leaving.
3. Recognize and Reward Achievements
• What to do: Start the year with an appreciation event or communication. Recognize employees for their accomplishments in the past year, either publicly (e.g., at team meetings or newsletters) or privately through personal thank-you notes.
• Impact: Boosts morale and reinforces that their hard work and contributions are noticed and valued.
4. Offer Opportunities for Growth
• What to do: Quickly implement or promote professional development opportunities, such as online courses, mentoring programs, or stretch assignments. Share plans for career paths within the organization to help them envision a future with the company.
• Impact: Keeps employees motivated by showing them there’s room to grow and progress within the business.
5. Improve Work-Life Balance
• What to do: Introduce or highlight policies that support work-life balance, such as flexible work hours, remote working options, or wellness initiatives (e.g., mental health resources or wellness stipends).
• Impact: Shows you care about their well-being, reducing burnout and increasing loyalty.
6. Create a Sense of Community
• What to do: Plan team-building activities or small, casual gatherings to rebuild camaraderie and connection after the holidays. This could include lunch-and-learn sessions, team challenges, or even coffee catch-ups.
• Impact: Strengthens bonds within teams, improving collaboration and making employees feel more connected to the company culture.
7. Conduct an 'Employee Engagement' survey
• What to do: Devise an employee engagment survey to go out to all your employees. This will help you understand the engagement levels across the organisation
• Impact: HR teams and business leaders obtain useful data to help understand engagment levels across every part of the company. Segmentation will help to drill down into the problems areas. Employees feel like they have a voice and can help build a better business in the new year.
By proactively engaging employees, addressing their concerns, and fostering a supportive environment, you can reduce the likelihood of resignations and build a stronger, more committed workforce.
If you're interested in understanding how to build a more engaged team based on real data and reduce likelihood of resignation, speak to our sales team
HERE
