7 Fool-Proof Ways HR Managers Can Retain Staff In 2020

Increase staff’s loyalty through smart management

The mantra ‘new year, new me’ comes with a promise to bring a whole host of changes. While most tend to be more personal, it can also apply to professional work situations. Change can be a good thing, but this can also be a nightmare for any HR manager with goals to retain talent. Here are some tactics you can implement in 2020 to help keep your talent where they are. 

Thankfully, there are plenty of profiling tools out there, like DiSC or Myers-Briggs that you can use to better understand the needs of the people in your team. These insightful tools enable you to tailor your management style for various types of personalities. So, the softer approach you’d take to manage someone who scored an ‘S’ (which stands for ‘steadiness’) may not necessarily work with someone who scored a ‘D’ (which stands for ‘dominance’). This way, you can allocate the right projects to the right team member. 

The average British worker spends around 37.5 hours at work a week, but sometimes the regimented 9-to-5 working hours can hinder productivity. Flexible working is a great perk you can offer employees so they can get more done in their most productive hours. This leaves them time to relax, recharge and invest in other hobbies or side hustles. In fact, new research unearthed that side hustles have become increasingly popular, with the average hustler spending 6-15 hours a week outside of work on creative pursuits.  

Carve out time for employees to relax and socialise with each other by running fun team-building exercises. This could be a group cooking class or an assault course – either way, it could help integrate the team and encourage them to work together. It can be harder to leave a business when there is a strong sense of community among employees. 

People want to stay at a job where they feel they can improve their skills and gain a better knowledge of the industry they work in. Whether this is investing in new technology and online courses, or offering free workshops, mentorships and one-to-one sessions, there are lots of ways you can develop your team – if you have the budget or not. 

While bonuses are important and always welcomed, going the extra mile and regularly letting your employees know that they are appreciated can work miracles. This can be as simple as sending out a thank you email, writing a note or offering a small gift. Small gestures can make a big impact on the morale of team members. When people feel appreciated and recognised for the work they produce, it encourages a sense of loyalty in the workplace.

Quarterly check-ins should be conducted in order to gauge the feelings of those who work for you. Anonymous surveys are a great way to do this. It allows people to feel confident enough to be as candid as they want about the ins and outs of the company, without fearing the repercussions. This way, you can learn what you’re doing well at and discover where you need to improve.

Along with regular check-ins, frequent company updates help to build an open and strong company culture. Clarity with staff members about the company’s goal for the new year, performance expectations and clear and updated guidelines on job roles build confidence and trust. If employees feel too separated from the decision-making process, it can lead to resentment, mistrust and nervousness.