Any manager knows the importance of looking after their staff. The pandemic put that necessity into incredibly sharp relief, as we all tried to find a way to make sure that everyone was able to get on with their work and still feel supported in the weeks and months following the first lockdown.
Unless your entire business operated remotely before the pandemic hit, you would have faced many of the same hurdles as everyone else as well as several that were unique to you. We set up Slack channels and scheduled regular Zoom meetings, we organized remote socializing opportunities after work hours, and we learned how to be flexible as people ducked out for appointments and family responsibilities.
Now, the landscape is changing a little. Last year, everyone was panicking about whether they would be able to hang onto their jobs and whether their employers would be able to weather the storm of COVID-19 without going under. In 2021, we are seeing a lot of companies facing some real challenges when it comes to personnel.
We are sure that it will not have escaped your attention that the twin forces of the pandemic and Brexit have led to a severe skills shortage. The UK has been watching the consequences of the HGV driver shortage unfold over the last couple of months with empty supermarket shelves and petrol stations unable to keep up with the demand caused by panic buying. Meanwhile, the hospitality sector is struggling to find staff to fill their essential roles. If you are looking for how you can retain your staff during a skills shortage, here are a few tips to help.
Give Your Staff Opportunities To Advance
One of the main reasons why a lot of people leave their roles is because they feel like they have hit a ceiling. It does not matter what industry you work in. If you feel like you are no longer being given the chance to keep progressing, you will start to think about moving on.
As a manager, you know that it is not always easy to keep people moving up the ladder at the rate that they, or even you, would like. There are often budgetary considerations and other staff to consider. However, even if you can’t offer promotions, you should think about what you can do to help them to continue to develop their skills. Encourage them to come to you with their ideas for where they want their careers to go and think about offering incentives to commit to new training.
Make Sure Your Staff Feels Valued
We have all had the experience of working for a company where it is clear that the management has very little interest in our wellbeing. When we find ourselves in a position where we now have staff that we are looking after, those memories are often the driving force behind wanting to do better by them. But how do you communicate that to your employees? It is not enough to send an email telling them that you value their time and effort. Gathering everyone together to tell them how well the business is doing may not necessarily help to win over anyone who is starting to think about moving on.
The best way to show your employees that you value them is by putting your money where your mouth is. Ask them what kind of health policies they would like. Find out if there are any schemes that you could sponsor them on which would benefit them. Finally, don’t skimp on insurance. A group life insurance policy offers your employees paid life cover that is simple and cheap and which they don’t have to worry about. Wondering who are the best UK group life insurance providers in 2021? Visit Drewberry Insurance to compare the best policies and find out more about what makes this such an enticing policy for employees everywhere.
Offer Support Where You Can
On a similar note, one of the most important ways that you can convince your staff to stay is by giving them support. We’ve talked about the kind of support that insurance and benefits can bring, but you also need to think about what you can do to be there for those emergencies, those day-to-day problems, and ongoing health issues.
We have all read the reports about the impact of the pandemic on mental health and burn-out and it is going to continue to be crucial to provide support for your employees in that area. You also need to remember that many of your employees may be dealing with other issues in their personal lives, such as caring for a family member, that require them to be flexible in their working hours. Make sure that your staff feels comfortable coming to you with any issues that they may have.
