There is no crystal ball to see how well someone will fit into your organisation, but it is important to ensure that your recruitment and selection processes are fit for purpose and that you are looking to recruit with a view to retain, not just meet short-term needs.
Ask yourself, are you accurately representing the job to the applicant? Are you managing their expectations? Can you deliver on what you have promised?
It is essential to get staff settled in quickly by giving them a comprehensive induction. The induction should provide a good overview of the role, team, managers and business goals, and answer any questions they have.
You can read our top tips for inductions here.
You should have frequent meetings with employees to see whether they are coping with their workload, have any workplace issues, what personal goals can be set and if there are any training or development opportunities.
If they are doing good work, give them praise. If they are not doing good work, address the issue. On completion of work, give them feedback. All of these things help them feel motivated and help retention.
You will also need to look at your management style and your organisation’s culture.
Are grievances being taken seriously? Are disciplinary issues resolved? Do employees feel supported if problems arise? Is there good camaraderie between teams? Is there conduct that is tolerated which shouldn’t be? Are steps being taken to reduce stress? Is there a good work-life balance? Are you as an organisation open to flexible working? Do you consult and communicate with employees about change?
It is useful to have contingency plans so if someone does leave, you are not left in the lurch.