A recent study by Investors in People found that 47% of employees considered changing jobs in 2014. Nearly a quarter claimed that they would have moved 12 months ago had the economy been stronger. And of the 24% of employees feeling unhappy in their current positions, 47% blamed bad management. Retaining staff is, as you well know, good for your practice budget as much as it is important for staff morale. Here are a few hard and fast tips on keeping your team together in testing times.

Understand Motivations

If you really know what it is that makes your team members show up again and again on a Monday morning, you’ll know how to motivate your team.

Empower Staff

Make sure your team members have the tools to do their job well – the technology, the training, the competence, the expectations and the ongoing support. Colleagues who are clear on what needs to be done will work more efficiently and take more satisfaction form what they do.

Listen

You can learn from the opinions and suggestions of everyone you work with, so make sure you create the time to really listen. So many employees leave their jobs because they feel their ideas or wishes have gone unheard.

Encourage Friendship

In a challenging workplace, it’s all about the people you work with. They can make a terrible day bearable and a good day even better. An employee is far less likely to start job-hunting of they have a kindred spirit at work, so understand and embrace the way personal relationships affect your employees’ sense of wellbeing.

Design an Induction

Set your standards and expectations – as well as the rewards on offer – from the moment your new employee sets foot in the office with a well-planned, up-to-date induction process. After the interview this is your new staff member’s first taste of what it will be like to work at your practice. It is worth investing significant time and resources in this crucial stage of recruitment and retention.

GRATITUDE

Don’t take offence, but the odds are you’re not saying it enough. Or at the right time. It doesn’t cost a thing, so give praise immediately after that praiseworthy action has occurred. Make sure it’s specific and meaningful, and while praise by email is good for building a bank of on-the-record appraisal evidence, there’s no reason why that can’t be underlined with something verbal, with a big smile and lots of eye contact.