LEGAL
Staff recruitment, engagement and retention provide some of the biggest challenges faced by employers at present. Quiet quitting is becoming a significant issue. By Pam Loch, Solicitor and Managing Director of Loch Associates Group
Overcoming recruitment challenges and avoiding ‘quiet quitting’ According to new research by BetterUp using data analysed from 3,000 UK workers, one in three workers now consider themselves ‘quiet quitters’ turning up for work with the aim of doing no more than what is needed to stay employed. With the cost of recruiting a new member of staff believed to be at least £25,000, what can you do to recruit, retain, engage and motivate your staff – and what are other organisations doing?
OFFERING MORE FLEXIBLE WORKING
The launch of new guidance on hybrid working from the Flexible Working Taskforce in December 2021 reinforced that the way we work is likely to permanently change. Employees already have a right to make a request to work flexibly once they have 26 weeks of service, and the employer must consider that request ‘in a reasonable manner’ within three months of receipt of the request. The Government has now announced changes will be made to the legislation
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to widen the scope of who can apply for flexible working by making this a right employees can request from day one and to change the requirements so that it makes it less challenging for employees to be granted flexible working. Obviously, this does mean it will make it tougher for employers to decline requests too. Increasing numbers of organisations, however, recognise that marketing themselves as a ‘flexible employer’ could make them more attractive to new recruits and to retain existing staff. Businesses are turning to ever-more creative solutions with some choosing a four-day week, or offering more flexibility during the working day so that employees can continue to manage their work hours around personal or family commitments.
It’s important though to think about what would work for your business as a whole, as one size does not fit all.
CAREER PLANNING AND DEVELOPMENT
A career and development plan is one of the most important ways to attract and retain staff. Training staff supports career progression and makes employees feel valued, but also develops new skills, stimulates fresh ideas and encourages collaboration. It’s important to deliver regular training to employees and managers. By also upskilling managers to deal with challenging situations sensitively and effectively, you can help to retain staff and maintain the overall engagement and productivity of the workforce.
❛❛ With the cost of recruiting a new member of staff
believed to be at least £25,000, what can you do to recruit, retain, engage and motivate your staff?❜❜