Whilst working within organisations, one of the areas that I often come across is employee retention. Many companies look at it as the provision of benefits and do not engage with their staff to understand what they value or need.
It’s really important for every company to clearly define why they want to introduce a new benefit and what their goal is. Most companies look at benefits provision to decrease staff turnover or to attract talent. There are other reasons but let’s focus on these, as they are definitely the ones I’ve come across most often.
The good news is that retention doesn’t necessarily mean spending a lot of money on wonderful benefits. It often starts with understanding what your teams value and what they would like from their perspective. Some benefits don’t even involve spending any money! Indeed, flexible working and remote working are becoming increasingly popular and are two such examples.
Let’s see below how you can implement the right solutions for your teams so you get the most out the initiative.
More and more, flexible working is proving itself to be a real benefit to employees. It’s also something that isn’t usually offered by businesses, especially at recruitment stage. Timewise recently surveyed job adverts and found that only 1 in 10 mention flexible working as being available to applicants. Once employees are in post, employers are also often concerned to give in to a request of flexible working as they fear a snowball effect among their workers.