Retention and Engagement

Two words that are becoming increasingly important to business … what’s it all about?

Essentially, there are three factors that lead to critical skills walking out the door:
1. Push - organizational / workplace dysfunctional issues or limitations;
2. Pull - better external deal;
3. Personal - largely unrelated to the organization.

Sadly, there is little that we can do to limit the personal reasons staff move on: as life “just happens”. However, knowing the Push:Pull factors that affect your business and your staff, can result in intervention to keep your talent.

Such intervention may include personal and professional development programs, trust building workshops, reviewing workloads and resources, offering clear progression paths. The Push:Pull factor is often driven by feedback such as “I was never thanked” or “My suggestions were never taken on board” … all the more frustrating for their simplicity!

The key to retaining staff is understanding their motivators. Remuneration needs to be competitive, but rarely is an extreme salary the sole driver. Statistics show that staff stay for organisational culture, ongoing learning opportunities, job satisfaction, employer brand, interesting work projects and similar.

So how engaged is your staff? Commitment to the job usually equates to emotional attachment to the company. Couple this with strong job satisfaction (which is largely dependent upon their cultural and job fit) and job commitment with discretionary effort is the result … and that predicts performance!

Talk to us further about retention and engagement in your organization. As your recruitment partner, our interest is in sourcing talent that will be engaged long-term in your company.