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Keep hold of staff of all ages

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By James Calder, Chief Executive of Distinct Recruitment

Employee retention is an issue many managers are contemplating daily. The overall UK employee turnover rate is around 15 per cent, but this will vary for smaller businesses.

When trying to ensure a framework of retention is in place, you need to consider your staff members as individuals, or individual groups anyway. The following tips will help you change your work and management styles to create the best possible workspace for different personality types and ages. 

Introverts 

Being introverted isn’t about being shy; it’s about thriving in a quieter environment, typically one that’s segregated and a bit more closed-off. Introverts as a whole are typically creative thinkers and can lead a team, when given the time and environment to do so. 


When discussing retaining introverted staff members, it often comes down to environmental practices. Loud music in an open-office setting might be good for some to keep a positive atmosphere, but it could prove a vast distraction for others. Offer quiet zones, closed-off areas where staff members can get their head down, and you will see productivity flourish. 

Extroverts

To improve the retention of extroverted individuals, it’s important to highlight to them when they may be about to hit their limits. Stereotypically, they’ll say yes to everything, so encouraging a task structure and timetable can help them manage their workload as well as ensuring they aren’t taking on too much. 


As natural socialites, allowing for team-bonding outside of work will help relationships flourish and work productivity may benefit from this. But sitting them down on one task for the day in an isolated area isn’t going to benefit anyone. 

Creatives

Having rigid structures for tasks isn’t going to allow creatives to thrive. They need mental space to be able to conceptualise different methods and approaches. Regardless of their experience, encourage them to provide input with any recommendations they may have. 

Having a fresh pair of eyes on a project, especially those who think creatively, can give a product or concept that edge that competitors won’t have. This contribution in turn, will help them feel like they are working towards something meaningful for the business. 

Graduates

Graduates in general are after experience and exposure to as much as possible. Even if a graduate has joined you for a specific role, they more than likely will want to try different departments in your field. Even if this means varying tasks a bit more and encouraging them to step out of their comfort zone, this is exactly the kind of hands-on experience they crave. It provides a chance for them to discover what they are good at in a real working environment. 


Just because you are an SME does not mean you do not have enough variety to offer. There will be tasks you do blindfolded that a graduate would gain a lot from understanding and attempting. This also helps to create graduate staff that are extremely well-rounded and satisfied with their contribution to the business, thus helping retain them and their skills. 

Experienced workers

Within your retention framework, a good progression structure should be in place to allow those with experience to gain more, and importantly, share their own knowledge with newer or less competent staff. Making this system crystal clear in interviews is a good way to get older, more experienced, individuals through the door, but keeping them with your business is the crucial next step. 

Provide clear timeframes to those looking to progress and indicate early on what you would be looking for in candidates to fill that role. This gives employees a clear goal to strive for and is a common factor in keeping employees with experience. 


Aside from the above the following are perfect things to bear in mind to encourage staff retention in your business:
• Ensure good work is recognised
• Communicate regularly to the whole business
• Offer rewards or a perk scheme 
• Encourage social events as a team 
• Tackle problems before they get bigger