From consideration of flexible working to career development, internal progression and recognition, the competition for attracting and to retain quality talent is tough, and good candidates hold more cards than ever before. And for small businesses failing to meet these new expectations and better understand employee needs, a worldwide trend – known as the Great Resignation or Big Quit – is very much in motion and looming around the corner.
So what can small businesses do to retain quality talent? Well, now’s the time to take action and review your current HR and employee training programmes. Here are four guidelines to help you get ahead of the Great Resignation.
#1 Skills training for the here and now
Not only is having the right skills in place to meet the immediate needs of your business essential but learning new skills and ongoing training also helps employees feel continuously engaged. Readily accessible upskilling courses and tools help to empower employees to learn the way they want to learn, whether they’re out in the field, on the frontline or in front of a desk. In this way, they can take more control of their own learning, development and career paths. Being able to identify and address knowledge gaps to support the skills your employees need in the here and now, helps to keep the workforce driven and inspired.
#2 Take an autonomous approach
As a result of the pandemic, attitudes towards command and control, empowerment and autonomy have shifted, and employee demands for autonomy are even more significant. According to our Autonomy to the People report, over half of respondents (54%) say it is now more important that employees are given choices for when and where they work. A similar number (51%) say that they should have influence over the resources needed to do their job.
We know processes and technology play a crucial role in enabling teams and individuals to establish their ‘workspace’ and work autonomously. So in order to retain, foster and recruit great talent that is fundamental to future success, businesses need to provide an environment that supports this way of working.
#3 Connect staff to your purpose and values
Providing oversight on the business’ purpose and values play a critical role in attracting, motivating and retaining talent. Your employees want to feel a sense of meaning and purpose at work and also need to feel connected to the business as a whole – particularly during what has been an uncertain and precarious time. Measure and share outcomes regularly, whether that be in town hall meetings, on your website, or through your online presence, and really bring your staff on the business’ journey. Lastly, something as simple as linking your employee reward and recognition program to your business’ values is a great way to remind and reinforce your organisation’s why.
#4 Keep talent engaged from the minute they enter the door
Once you’ve attracted talent, you’ll need a strong onboarding and induction programme. This is possibly the most critical investment you make when it comes to L&D. An astonishing 9 in 10 new hires are prepared to leave within the first month – so it’s vital that their first impression is a good one, and sets a positive tone for what to expect in the future – when it comes to investing in their development, and their employee experience as a whole.
written by John Maley – Head of Human Resources, APAC The Access Group, which is one of the leading providers of business management software to UK, Ireland and Asia Pacific mid-market organisations.