Retaining and attracting the best talent

Want to learn more about retaining staff? Call Pathway on 0121 707 0550 or visit
www.elearning.pathwaycourses.co.uk
Retaining and attracting the best talent

Success breeds success
We all want to be part of a winning
team

By retaining the team members who create
success in your business, you will attract
more like minded and high quality
individuals.

How do you go about
retaining your best talent?
Leigh Brannan’s piece on‘the 7 reasons employees leave’ cites
four pillars of employee motivation
 Trust
 Hope
 Worth
 Competence.

What does that mean?
 Communicate well
 Provide a clear vision for career progression
 Reward and recognise our staff for their achievements and
their contribution to business success
 Train staff to a level where they feel confident to deliver their
role well.

Remember:
 Training is for all staff, and in particular managers, because
training managers impacts both the manager and also up and
coming team members.
 Research suggests that 50% of staff will leave if they don’t
have a good relationship with their line manager.

Communication
 Communicate regularly – keep employees engaged with
the company, motivated and productive.
 Make it a meaningful two way process – From the
youngest to the most experienced member of your team.
Give all staff the opportunity to contribute to the business
and then follow up on this. Hold a brainstorming session.

Communication
 Keep team members informed of the company’s
success and progress – be open and transparent. Explain
how the business is performing
 Don’t just use email – face to face communication, team
meetings, presentation, social media. Keep the team
engaged.
 Team networking opportunities – create a culture of
openness and give opportunities for staff, managers and
leaders to talk.

Career Progression
By staying with the business,staff members are contributing to
the success of the business and moving their career forward.
 Make it clear it’s available – Demonstrate that if performance
warrants it and if the person‘wants it’, they can progress.
 Listen and make a plan – A key part of management and
retaining your best people, will be about understanding where the
person wants to get to in a business. Create a career development
plan which they will be working towards for the business and for
them individually.

Career Progression
 Don’t always promote – High performing individuals
may not want to be promoted. They may just enjoy their job.
Challenge them but listen and understand.
 Set up mentoring – Give people access to new knowledge
and skills by exposing good people to other people both
inside and outside the company.

Staff training
What would be the impact of having untrained staff in the
business?
High performing talent prefer to be surrounded by high quality people.
Staff training delivers this as well as assisting with career progression.

Staff training
 Identify the skills which are core to the success of
the business – Train staff in areas that make a difference to
the business ensuring they see the value of their contribution
and the benefit of training.
 Get staff involved in projects that fit their
development needs – Allocating staff to projects where
they utilise newly trained skills or learn new ones. This
improves staff skill levels.
 Create a clear training programme – Enable staff to
access training when they need to develop. Show that you
are committed to training.

Train the managers
“Whether you have an inspirational leader in the business or
not, the key person in most staff members working life at any
time is their line manager.Very often it is their ability to get the
best out of and work with their team which influences the
retention or otherwise of high quality staff.”

Managers should be coaches
 The ability of your managers to coach team members rather
than dictating jobs and moving on will be the difference
between a motivated and engaged member of staff and a
disillusioned one.
 Being able to guide and help staff find their best skills and
talents gives both the company and the individual the best
opportunity to succeed.

Empower managers to reward
exceptional performance
 Rewarding employees who perform well so that they and
others become aware that individual achievements are
recognised is a great way to increase morale.
 It motivates top performing employees and also acts as an
initiative for low performers to work more effectively.

Encourage feedback at the
time not once a year!
 Managers need to be trained to give both positive and
negative feedback to staff in a timely and relevant way.
 Leaving recognition or performance issues until an arbitrary
time for a review will mean that the good and bad
performance will likely be forgotten.
 Employees value immediate feedback and this helps keep
progression plans on track

And how does this contribute to
attracting talent?
Success breeds success
 If your business has highly motivated, high performing individuals,
this invariably attracts more of the same kind of individual.
 High quality staff are looking for career development, personal
development and training and a culture of reward and recognition.
If you can create these things,then the right people will want to join your
organisation.
“Retain and attract,not attract and retain”

Want to get started?
Pathway can help
Pathway group have a number of courses to help managers and
staff in your business. From an online course to more tailored
support and advice.
Why not contact one of our business advisors at Pathway Group
who can point you in the right direction.
Call Pathway on 0121 707 0550 and get innovating!

Retaining and attracting the best talent

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