Staff Turnover Rate – How to Reduce Yours

Over the past couple of years, through several studies conducted by PwC and other research institutes, it has been estimated that staff turnover costs the UK private industry around £40bn+ per year. That’s one heck of a figure, and there is much room for improvement for many businesses in order to bring that figure right down.

Low employee retention rates time and again cause business owners an unrelenting headache; so what can you do to grab the proverbial bull by the horns and take control of the situation? Well, we’ve put together a handful of what I hope you’ll agree are some pretty useful tips to consider when trying to do just that…

1. Hold Frequent Employee Review Sessions

Regular review sessions and development meetings with your employees shows them you’re thinking about their future within the company and investing time and effort into their progression – there’s nothing worse than being left in the corner to rot.

2. Conduct ‘Goodbye’ Meetings

If an employee does leave your company, it may be useful to hold a quick interview with them before they say goodbye for good. Try to understand what brought them to the decision to move on and take it on board going forward.

3. Organise Team Social Events

I’ve once worked in an office where one half of the room (IT) never spoke to the other side of the room (Customer Services), and it made for a pretty gloomy and awkward atmosphere to say the very least.  All the best businesses have a great solidity, spirit and camaraderie beating at their core – try and mimic this by arranging regular social events (either in work time or out ) to bring everyone together!

4. Hire Effectively

This is an extremely obvious point to make, but one which passes many business owners by. In order to take your company further and bring everyone in your office together beating the same drum, you need to really focus on your employment strategy.  From interview technique right down to pre-employment assessments (we can help you there!); you’ll need to be on the ball for the whole 90 minutes.

5. Challenge Your Staff

A job can get very boring, very quickly, if you’re not adequately challenged. Performing the same routine day-in, day-out can fast turn your mind to a sloppy and uninteresting mess – meaning they could end up looking elsewhere to keep it active. Change up your staff’s routines, throw in a few surprises and keep them challenged to avoid their mind wandering to other pastures!

Small Companies Battle UK Unemployment

In a recent study carried out by the Federation of Small Businesses (FSB), it was revealed that small to mid-sized companies hire around 1.3 million unemployed and disadvantaged people every year. To put that into perspective, that’s approximately 90% of the total job-seeking population in the UK as things currently stand.  Now that’s a huge chunk, and it speaks volumes about just how important small businesses are for the UK job market.

It’s easy enough to see from these figures alone, that small firms pave the way when it comes to turning the employment cog.  You would probably think, then, that the UK Government would offer these aspiring companies a helping hand at every possible opportunity to keep that cog turning, especially during these times of austerity. But according to the FSB, it appears the exact opposite is true. Not only will recently proposed changes to the UK tax system bring with them enough red tape to wrap up the London Eye, they’ll also see the introduction of real-time information reporting, requiring businesses to relay information regarding employee wages to HMRC 12 times per year – a time consuming and administrative headache at best.

Ted Salmon, of FSB, said:

“Small firms play a unique role in providing the way to employment, especially for disadvantaged groups. They have a greater tendency to take on those that would struggle to find a job – those who have not worked for a long time, have little experience or have been sick. They have also shown resilience in the face of recession – still taking on some 1.3 million unemployed people per year. While not all of these will be new jobs, this is nevertheless evidence of the crucial role small firms are playing in our economic recovery.

“We know from our survey work that small firms want to do more to support jobs, but their employment intentions are currently on hold. Many businesses don’t have the confidence to create new jobs at the moment because cash-flow is tight and they need a helping hand. This is why we’re calling for the National Insurance Contributions holiday to be extended. There are also a lot of new regulatory changes in the pipeline. Our concern is that these changes will add to the already heavy administration burden for small firms meaning they choose not to grow or take on staff.”

But despite this, with unemployment levels (though decreasing slowly) still at staggeringly high levels, the onus remains on small to mid-sized businesses to help get our country back into work. With this in mind, many companies have started turning more often to employing interns and / or apprentices to help carry their business forward without putting too much of a strain on finances.

Either way, now more than ever companies will need to be thorough in their approach to hiring new staff.

Graduates Want to Make a Difference

Graduates in 2012 want to make a difference with the skills and knowledge they’ve gained at university, says a recent study carried out by management consulting firm Hay Group. In fact, as much as 51% of recent university students stated that ‘whether or not a job would make positive difference to world’ would be among one of deciding factors when it comes to looking for employment. And though the job market is in no way saturated with this brand of happy-go-lucky opportunities to keep up with graduate demand, the study has made me think a little differently as to how best to attract graduate-calibre talent to a company.

What Graduates Want

Of course, no-one wants to work for Dr Evil (except maybe me, I’ve always fancied one of those board-rooms where you can plunge fellow employees into a steaming pit of a lava at the push of a button), and be branded a monstrous corporate cog; but the reality is such that not every job on the market comes with a free glowing halo to wear over your head.

The trouble is that the gap between reality and student expectation (in the UK job market) is somewhat of a gaping chasm, meaning a lot of graduates enter the market with a significantly picky mind-set. So then, we must be a little more astute when it comes to job-appeal and targeting graduates to fill a particular role.

It’s all in the Job Description

The best course of action would be to think like a graduate – what would they want from the job? Of course, they may be expected to be ‘a competent Excel user, with good analytical skills in a bid to increase the sales of a new energy drink product’. But if you flip the coin, a much more appealing description would be the ‘requirement to use their analytical and Excel  wizardry to help as many of our British athletes find out about our amazing new energiser drink’! Talk about making a difference (who wouldn’t want to help our athletes in the wake of a hugely successful Olympic triumph?)!

Conclusion

Universities may be pumping out graduates more often than ever, but the current state of the UK job market isn’t enough make students forget about their principles. If employment-seeking graduates want to make a positive difference to the world, then let them – all it takes is a little re-think in order to keep them interested!

Get it across in your job advert that they’ll be pulling levers which determine the very fate of something immensely important, and you’ll be well on your way to landing your prize!

Hiring Tips, Week 3 – 3 Things Most Companies Don’t Consider but Should!

We’re going to close our hiring tips with a quick run-down of some of biggest stumbling blocks that hiring managers often trip up on when it comes to taking on new employees, and how you can avoid falling at them in the future in order to land that hot-shot candidate.

1. Why Would I Want to Work for You?

Let’s be frank, if a company was to table me a job description that’s akin to a laundry list of ‘things-to-do’, it hardly sparks my enthusiasm for the position or gets my engines raring to go. So then, obviously, this will probably come over during the interview (that’s if I even apply for the job in the first place!), meaning all of my positive attributes that I could bring to the business would be somewhat muted. The company bosses may decide that I’m not enthusiastic enough for the role, and could potentially be missing out on a superstar candidate (even if I say so myself).

Too many hiring managers focus on a ‘what can you do for us?’ attitude and fail to sell themselves to the candidate in return. This is a very egotistical and big-headed approach to hiring, and should be avoided at all cost.

Instead, those in charge of hiring new staff should be trying to employ the best possible candidates by selling their company as much as possible. Perhaps this, then, will attract more people who want to work for you and not just those who are willing to work for you.

2. There’s no Miracle Potion

When advertising a job, many businesses are very particular as to what they require when it comes to experience, areas of expertise, personal qualities and academic qualifications. On top of this, they insist candidates must be able to work on X days, have a deep-rooted passion for all things sport-related and be able to drive a motorcycle up a ramp and leap over a row of cars….backwards. The point I’m trying to make here is that some hiring managers are too specific when it comes to job requirements, and won’t even entertain an interview from those who don’t answer ‘yes’ to all of the above.

Let’s get one thing clear, you’re not going to find someone (or at least, very rarely find someone) who ticks all of the boxes. What you may find, however, is that the IT candidate who doesn’t have a degree in web design, actually has a portfolio twice the size of, and more impressive than, those candidates who do.

As a company, you must learn to be flexible when it comes to finding the right candidate for your job. There is no miracle potion that will solve everything!

3. Focus on the Task

I’ve seen a handful of HR managers do a lot of talking when it comes to hiring new talent, but normally Hell has a much better chance of freezing over before they get themselves into gear and employ someone. It seems to be a long and drawn out affair for many companies to enlist someone new, and this could be half of the reason they struggle to fill their position.

Let’s think about it for a  second – you post your opening online to job sites like Reed, Total Jobs, Monster and so on  (we can help you there – effective job advertising services), and receive about 30 applications for the post. These 30 people are actively seeking work so, unlike your company, may not have time to sit around and wait. If it takes you more than 2 weeks to communicate with possible candidates after the initial application, you may find yourself playing second fiddle to another company who have snapped them up first.

The same goes for the post-interview stage. If a candidate has impressed on an interview, don’t dawdle for too long before inviting them back, because chances are they’ve had other interviews elsewhere and impressed in those too. Of course, I’m not saying point your finger at them across the desk at the end of the interview and say ‘You’re Hired!’, all Alan Sugar style – but be sure not to make the process any lengthier than it needs to be.

Hiring Tips, Week 2 – Effective Interviewing Techniques

There are plenty of articles all over the internet offering tips on how to approach a job interview from a candidate’s perspective, which is great, but there seems to be a lack of help when it comes to advice for those on the other side of the table. So, this week, we’ll look at how to get the most from your interviews, and the kind of questions you should be asking in order to make a much more reasoned and logical assessment of your candidates.

Of course, before doing any interviewing at all, you’ll need to attract the right people to your company – read out our specialised job advertising services for more information.

Preparation is Key

Finding the right employees for your company is a tough task, but getting it right will ultimately lead to a highly productive office and a much more successful business. It makes sense then, to be as prepared as possible before sitting anyone down in the hot-seat.

A good starting point is to right down a short paragraph which sums up the role you’re looking to fill. Not only does this make you think more about the skills that will be required to carry out the job, but it acts as a constant reminder as to the position you’re hiring for, should conversation wander in a different direction at any point during the interview.

You should also jot down any essential competences and experience that are essential for role, as well as reading thoroughly through the candidate’s application and CV, making note of any sections you would like to discuss further during the interview.

Finally, be sure to compile a complete list of all the questions you would like to ask. It may also be a good idea to write all CV-related questions down on a separate piece of paper before meeting your candidate – you could put yourself across as unprepared if you have to keep scanning the interviewee’s CV during the interview.  Bear in mind that your possible suitors are also interviewing you as a company, so it’s important for you yourself to give a great impression.

Asking the Right Questions

Trying to determine whether a candidate could be a good fit for your company can be quite tricky. Many job hunters will be pretty clued up when it comes to interview techniques, and will be well aware of most of the questions they will be asked beforehand. This, in my eyes, makes for a false impression, because lines are rehearsed and it all becomes a bit predictable. What you really want to do is get beyond those walls and find out what kind of person you’re interviewing. To do this, you’ll have to throw in a few questions which will make the candidate stop and think for a minute, such as:

  1. What do you think working here will be like?
  2. What has working in this field taught you most about the industry?

Remember, the idea here is not to fish for a right or wrong answer, but to go beyond those rehearsed standard answers to get a truer impression of the candidate, and to let their personality come through a little more.

By all means, ask a few generic questions to tackle their professional experience or personal attributes, but be sure to throw in a couple of unexpected ones too.

Final Thought’s

There really isn’t a set way to interview potential employees – each case is completely different. What’s important is that you break down barriers between yourself and the candidate to form a much more accurate judgement on their potential to enhance your team.

Hiring Tips, Week 1 – Pre-employment Screening

Over the weekend, I was wondering why so many small to mid-sized companies that I’ve been in touch with have such a high staff turnover rate, which got me thinking whether these companies actually put their best foot forward and make every effort to hire correctly in the first place. Hiring effectively is one of the most important things a business can do when expanding, so it really confuses me to hear business owners tell me that they’re having such a hard time maintaining a steady workforce in the office.

Remember, not only does a high staff turnover mean you’ll have to allocate more resources to constantly re-hire, it also leads to a disrupted work environment which could eat away at productivity levels and, ultimately, your bottom line.

Anyway, the outcome of this weekend’s deliberation was to plan a mini-series of tips and help articles to aid small to mid-sized companies hire more efficiently. This week we’ll be taking a quick look at how pre-employment screening can play its part in finding the staff for your office.

The Truth about Hiring

It’s hard to believe but, according to a recent study by Circle Research and General Dynamics IT, only 28% of company’s use pre-employment screening tests to help decide whether a candidate is right for their business. Considering the long-term benefits of finding the right person for the job, and the risks/cost associated with not doing, this figure is astonishingly low!

The study also showed that the majority of companies surveyed rely purely on post-employment strategies to reduce the possibility of employee misconduct and under-performance, which ultimately could lead to a higher staff turnover and therefore an overuse of HR resources.

Get it Right from the Start

It makes much more sense if companies adopt a thorough attitude from the word ‘go’ when it comes to employment, and in order to do that they must make use of pre-employment screening tests before hiring anyone. Although this may take a little extra effort to begin with, the benefits far out-weight the short-term losses. Let’s look at some of the advantages to begin with…

1.     Better Candidates

Just by stating in your job advertisement that you’ll be performing a routine pre-employment screening test, you’ll attract a higher calibre of candidates for the job. Those people with skeletons in the closet – who may be a risk to your business – will most likely be deterred from the offset.

2.     Safer Workplace

A screening can also minimise the risk of unwanted employee misconduct – including theft, damage to company or customer goods and abuse to other employees. It goes without saying that this should be an unwanted risk, which could go on to result in deflated staff morale, or even harm your company brand.

3.     Reduce Staff Turnover

Ultimately, a by-product of the two above points brings us full circle around to maintaining a much lower employee turnover within the company, minimising disruptions in the workplace and leading to higher staff productivity levels.

Closing Comments

Remember, there is more to hiring effectively than pre-employment screening tests, so be sure to check back next week for the next article! Also, you may want to check out our guide on how to maintain enthusiasm in the workforce for tips on how to maintain a healthier and more motivated work-environment.

It’s Time to Review Your Preferred Supplier List – Now!

It’s no mystery that every company wants to attract the highest calibre candidates, which is why a lot of businesses seek professional recruitment services to help resource staff. Many companies even opt to solidify their relationship with some agencies by adding them to a preferred supplier list (PSL), but rather than helping to maximise the performance of their recruitment policy, this can have a negative effect if not managed properly.  Here we’ll look at how to get the best results from your recruitment strategy and how a correctly managed PSL can help you stay one step ahead of the employment game.

Review Your PSL Regularly

It’s a common notion among the recruitment industry that once you’ve managed to sneak onto any given PSL; you won’t have to do much leg-work in order to stay there for the next year or so. Too many businesses fall into the trap of thinking that as soon as they’ve created their list of preferred suppliers, its job done until 12 months down the line when they’ll next review it. With this being the case, it makes sense to ask who the real beneficiaries are in creating a PSL in the first place. Unless reviewed regularly and kept in check, your PSL could see any number of agencies taking a free ride on the back of your company for the foreseeable future.

The first and most logical step in effectively managing your recruitment policy is to review your PSL regularly, thereby keeping recruiters on their toes and delivering the best possible results at all times. To do this, you’ll need to set in place some kind of service level agreement with your chosen providers, and lay out a few key performance indicators (KPI’s) to monitor the most effective recruitment channels.

Deciding How to Monitor Performance – KPI’s

Okay, so you’ve decided to review your PSL every 4 months – perfect! Now it’s time to decide how to measure the level of each supplier’s performance in order to maximise your recruitment strategy. You may look at your list – when the time arrives to review it – and think, since each agency on your books has supplied you with X number of potential candidates, that there’s no reason to change tactic. But by doing this you’ll be ignoring a great opportunity to really dig into what’s working best for your company when it comes to recruitment.

Things you should be considering are:

  • Which source has brought in the highest calibre candidates?
  • Which source has brought in the fewest good quality candidates, and why?
  • What is the cost per hire for each source?
  • What is the time to hire for each source?
  • What is the CV-to-interview rate for each source?
  • What is the overall CV-to-employment rate from each source, which is the highest?

By asking each of these questions, you’ll better understand which method or source of recruitment suits your company most and delivers the best results. It also keeps each supplier working their socks off in order to keep a tight grip of their position on your PSL.

Consider Utilising a Second Tier Supply Strategy

We’re making brilliant progress here – we’ve decided to review our PSL regularly, and monitor the performance of each recruitment channel on our list carefully by setting out clear KPI’s. However, it’s always worth posing the question: What if my current suppliers fail to deliver? To put it into context, if you’re an online company that relies a lot on sales through your website, what would happen if your servers fail? Do you have a back-up server so that sales could continue to flow in? I’m guessing that most will answer yes to this question, so then – just as important – you should always have second tier recruitment policy in place should you not see the results you want from your preferred supplier(s).

Many successful companies operate an in-house recruitment process to supplement their preferred suppliers. Why? Many reasons:

  1. It means members of your PSL try doubly hard to keep their position. If you’re in-house recruitment strategy unearths a hidden gem of a candidate, then your recruitment partners will put that extra effort in to top it, otherwise – why would you need them?
  2. To extend the reach of their employment net. By sourcing candidates themselves, companies attract a higher number of high calibre candidates.
  3. Because as much effort as recruitment agencies may put in to understand your industry and company, no-one knows it as much as the company itself. By advertising a job in-house, you’ll better be able to gauge the quality of response, and invite only those you deem suitable for the post.
  4. It’s always good to have a ‘spare tyre’.

By complimenting those on your PSL with other methods of recruitment, you’ll always have something to fall back on (and you’ll maximise the efficiency of those working for you too!). When it comes to managing a supplementary recruitment process in-house, HiringMadeSimple.co.uk can help boost your results by posting your job advert across many of the UK’s leading job boards very simply, quickly and much cheaper than posting direct yourself. Find out more information about how you can post a job online by visiting the homepage.

Closing Comments

The most important thing to remember is that a PSL is meant to work in your benefit. Manage it effectively, review it regularly and supplement it with a second-tier recruitment method to get the most out of yours. And always remember – when it comes time to review, that HiringMadeSimple.co.uk offer a great alternative to expensive recruitment consultants, putting the power of employment back in your hands!

Benefits of Hiring an Intern

At face value, hiring an intern may seem like more hassle than it’s worth – you’ll have to put aside time to train your new acquisition and keep a close on their work to begin with. But with the wealth of potential talent – fresh from college or university – looking to get their foot in the door when it comes to employment, you may find yourself snagging a possible gem of an employee, who could very well go onto build a successful career within your company. Here we’ll look at some great reasons to open your doors to budding talent, by offering internships to young graduates.

1. Take possible future employees for a test drive

It’s a common theme within many businesses I’ve worked with – you’re bowled over by an all-fireworks impression that a job candidate has given you in an interview, and ultimately you offer them the job. However, within a month of putting them on the payroll, you find that they don’t quite ‘gel’ with the rest of the team, adding little unwanted friction within the office.

Opening the position up as an internship, however, allows you to gauge the effect possible employees have on the office before you snag them for good.  It gives you the option to evaluate their strengths, weaknesses and overall potential before deciding to make them a permanent addition to the team.

2. Fresh perspective

It’s often said that planting a sapling among a copse of trees helps to rejuvenate their growth and colour, which is absolutely analogous with injecting the fresh outlook of a young prospect into an experienced office.  Hiring an intern can help breathe life into your team, by boosting creativity and offering an ‘outsiders’ viewpoint on the business.

3. Productivity increase of other staff

One of the most researched topics – when it comes to team management – is the ability to increase the productivity of employees. Many workers often find themselves bogged down with lesser tasks, meaning they’re unable to devote their full attention to more productive work, thereby reducing the efficiency of the team.

While there’s certainly no miracle potion that can cure this problem, by hiring an intern you’ll be boosting the man-power of your workforce. Smaller, less important tasks which would often tie up a good portion of the morning for a few – more experienced – workers could be handed over to the intern to handle. Not only will this free up time for the rest of your team, but also give your intern the opportunity to learn the ropes from the ground up.

4. Low-cost labour

It’s a well-known fact that around 60% of small businesses fail within the first 5 years of trading. Add that to the financial crisis we currently find ourselves in, and you’ve got yourself a recipe for a potential company meltdown. There are many reasons that those who do survive the first 5 years pull through unscathed, but one of the most important factors is employing effectively. A good company knows how to mix youth and experience in order to employ the most cost-effective and dynamic workforce – and interns play a big role in allowing them to do that.

Most interns are paid significantly less than full-employees, yet they still remain amongst the most motivated of any team – such is their desire to learn and progress within their field. It’s obvious then, why many small to mid-sized companies prefer to source a good chunk of their future employees by taking on a number of interns.

And Finally…

If you do decide an intern can help you and your business, then HiringMadeSimple.co.uk can help you advertise your internship by posting your advert across multiple UK job boards.

Employing Your First Apprentice

A couple of weeks ago we looked at the uphill struggle that small businesses face to keep staff motivated during times of economic hardship. But for many companies, it could be too much of a fight to keep staff – who may well look for higher-paying alternatives elsewhere – on their side in order ride out the current financial storm. In fact, many start-ups may find themselves with their backs against the wall, trying desperately to find a way to keep employees on-board and motivated whilst not being able to fully meet a salary that the current cost of living demands.

Faced with this situation, it’s easy to get demotivated yourself (which, incidentally, will probably rub off on your remaining workforce). So it’s vital that instead, you focus your energy towards finding a cure for your business head-ache. One such antidote could be employing an Apprentice, a move that the mayor of London – Boris Johnson – has recently urged small to mid-sized business to consider heavily when looking to hire new workers.

Rejuvenating the Workplace

Many businesses seem to be put off by the prospect of an apprentice due to the level of commitment required to train them, but instead it may be worth looking at the positives. Personally, when I think ‘apprentice’, I think youth, fresh ideas, buckets of enthusiasm and a positive work ethic, and to me, all of these great attributes more than justify investing a few extra hours per week into their career development. And what’s more, with the Government now providing up to £1,500 worth of funding to firms as an incentive to take on an apprentice, it looks to be a great financial move too.

In the past, I’ve worked for a number of companies who’ve looked towards young talent to grow their business – and it’s proved to be successful in every single case. Not only does it allow small firms to take advantage of the financial rewards offered by the scheme, but it also gives the office a new lease of life to have a young, ambitious and talented, fresh face around.

How to Take on an Apprentice

Now that you know exactly why hiring an apprentice can be both very rewarding and lucrative for your business, your first step should be to contact the National Apprenticeship Service (NAS), who can offer advice as to which scheme will best suite your business. There are many different types of apprenticeship programs, so it’s important to choose the right one from the offset.

Next you’ll want to advertise your apprenticeship on the internet. There are many jobsites that allow you to post apprenticeship positions on the web – such as Reed, Monster and Total Job. It also helps to keep your net as wide as possible, increasing the number of good quality applications you receive and allowing you to cherry pick only the most promising talent – take a look at how to post the perfect job advert for more tips in this area.

Finally, you’ll need to put together a training and development plan for your new protégé. You’ll be responsible for the apprentice’s on-the-job training and arranging the supervision, mentoring and support they’ll need whilst working with you, so it’s very important you plan well ahead in order to keep things running smoothly when they start.

Maintain Enthusiasm in Your Workforce during Economic Hardship

The Motivation Monster

You might think that during times of economic hardship that staff motivation should feature second – or even third – on your to-do list. But as we looked at last week, a recent study by the Chartered Institute of Personnel and Development showed that many small to mid-sized businesses are under heavy strain to bridge the gap between salary and the cost of living for their employees. With this in mind, it’s not hard to understand why many workers in the current climate are finding it increasingly difficult to stay motivated at work; with many feeling undervalued, unenthused and unfocused within the workplace.

And with staff ultimately driving the bottom line of your business, it’s never been more essential to get out your sweats and play the part of Mr Motivator in order to keep your workforce on a high and maximise your employee’s efficiency. Remember, by losing employees, you may well end up losing your business too.

The Motivation Hit List

Okay, there will no doubt be a hundred and one ways to tackle low employee motivation, but in the end it all boils down to the root cause of the problem – in this case financial strain. In the mind of the employee, underpaid is synonymous with undervalued, and if you feel undervalued then you’re less likely to maintain focus or enthusiasm over your work. Obviously, stuffing more bank notes into pay-packets (in this case) is not an option (otherwise you wouldn’t be reading this article), so instead we’ll look at other ways to strike each contributing factor off the motivation hit-list.

1.    Make Employees Feel Valued

There’s nothing worse than feeling like you’re of no worth to a company – as if you’re just a cog in a machine that the business could replace on a whim. What’s more, if you have an employee who feels undervalued, you have an employee who’s not shining to their full, gleaming, potential. So, how do you tackle this problem and make them feel more like a pillar holding up the company, and less like a wheel going round and round.

The most obvious answer would be to include them in business discussions; ask their opinion on how the company should run in certain areas; keep them informed as to business direction and, in a nutshell, make them feel like they’re making an active and beneficial contribution to the future of the company.

It’s also important to set aside some time to relate to your workforce on a personal level. By this I mean talk with them on a one-on-one basis not only regarding the business, but about other things too. By opening the door to this employer-employee relationship, you’ll break down all kinds of barriers that may have stopped your employees voicing their opinions and concerns in the past.

In short, communicate with your workforce regularly; make them the one’s you go to for advice, opinions or just a friendly chat, and you’ll find yourself spearheading a team that feels much more appreciated and proud to work for you.

2.    Keep Employees Enthused

It’s not easy to keep your staff brimming with enthusiasm when they’re faced with all kinds of financial difficulties (including job security!), but if you’ve already tackled the first step in making your employees feel valued (see above), then you’ve also taken a giant leap in rediscovering their passion for their jobs. The next rung in the ladder is to bring that passion right up to the surface – so it’s there for all to see. Passion is infectious; get one staff member beaming with enthusiasm, and you’ll probably find the rest start to shine too.

How to discover this hidden passion? For most people it’s already there, you just need to know how to fish for it. Imagine you’ve a customer service team; they’re on the phones from 9am until 5pm every day taking calls from disgruntled customers. It would be hard to maintain any kind of enthusiasm when you’re being dealt verbal blow after verbal blow from the other end of the earpiece. Why not, then, put a positive spin on this? Try running a competition, whereby the customer service employee who successfully solves the most complaints – turning angry customers into happy customers – within a week, wins a small prize. Or perhaps get the marketing team together once a week for a no-rules, crazy, creative, whacky workshop in an effort to come up with a great advertising campaign.

It’s things like this that gets people remembering why they love what they do, and will help to no end with employee enthusiasm.

3.    Maintain Employee Focus

When you’re sat behind a computer desk all day, with money troubles on your mind, it can be hard for anyone to stay focused. However, there are little things you can do to help keep your staff productivity levels high, and apply all of their energy to their work.

  1. Make work fun – I’m not saying blow up a bouncy castle and stick it in the middle of the office, but rather make every effort to ensure employees associate the workplace and work crowd with good times. Hold an office quiz every Friday afternoon, break up the days with off-topic discussions, or maybe even get everyone out of the office for twenty minutes in the afternoon for a coffee break – together. It may seem backwards logic, but keeping things fresh like this means employees don’t slip into other kinds of procrastination, and it also helps a lot with staff attitude and morale!
  2. Hold frequent catch-up and career development meetings with employees. Showing them you like to keep up to date with what they’re doing will have a positive effect on their productivity.

Closing Comments

To summarise, it’s not going to be easy turning around an unmotivated team, but just a little more effort in the right areas could make a huge difference.

Of course, it all starts at finding the right staff for your business – and no-one can help you do that more than HiringMadeSimple.co.uk – check out the homepage for more information.