The power of 5.

  1. Gain insight

Build strong relationships with people and leadership. By really knowing your staff, you can anticipate possible issues and prevent valued talent from leaving the business unnecessarily. This not only saves on recruitment costs but also supports retention and succession planning.

  1. Listen

Engage your employees in making their work environment or work set up better, more fun and productive. Find out what makes them tick and adjust their environment accordingly. Sometimes things can get a little dull, so do your best to blow away the cobwebs. Happy people stay in jobs longer.

  1. Act on feedback from employees

Not all human resources initiatives are expensive to implement, sometimes it just comes down to better team working or simplifying communication. True, it may be necessary to co-ordinate, plan or budget in some cases. Take time to invest in your people, knowledge share and give recognition to those who came up with the idea. It will pay off with happier, more productive people.

  1. Support/mentor managers’ people skills – including recruitment

Good leadership and development is one of the main reasons employees stay in their jobs. People want to be appreciated for their contribution to overall business performance. They want to have a good relationship with their manager and colleagues. However, it’s important to stay on the right side of the leadership line, and not stray into a popularity contest.

Managing people can be challenging. Having the right level of people management support and HR advice has become an essential part of the tool kit for personal development. Developing a better understanding of what traits to look for when recruiting also plays a big part in attracting and retaining the right talent for your organisation.

  1. Detached objective analysis

Exit interviews’ can add value if designed appropriately to reflect your business and culture. Conduct the interview in a way that probes, and facilitate the feedback without making the employee feel uneasy. When it comes to analysing the findings and presenting it back to recipients within the business, take an analytical and non-confrontational approach – don’t get people’s backs up. Use the learnings to positively influence the people strategy and agenda to meet business goals and objectives.

Employee churn is to be expected and can be healthy in moderation. Building a culture of trust, transparency and respect will enable you to address areas which are important in retaining talent and avoid employee churn. With the increasing trend towards sharing company reviews and experiences online from ‘real’ employees (and candidates), don’t be caught out by adverse feedback. Invest your HR resources where the impact most benefits your business performance and employer brand.

I’d love to hear your thoughts and experiences.


Good leadership and development is one of the main reasons employees stay in their jobs.