10 ways to retain talented staff in the not-for-profit sector

Having worked in recruitment for approximately 15 years, I hear a lot of discussion around interview techniques, psychometric testing, talent pooling and identifying talent from hundreds of job applications. However, when we get these people to join us, what do we do with them?

Hiring a new team member is just sowing the seed and if you don’t give this seed the nurturing and attention that it needs I can assure you that it will not bloom. The more effort that companies put into new employees in the first few months the more dividends the employee will pay to the company in future.

Below are tips to help foster a good relationship with new employees and retain your best staff.

1. Foster attachment

When you bring people into your organisation it is vital to have a solid induction program. The first 90 days is a crucial time to create engagement and make them feel attached to you and your organisation.

One effective technique is to pair a new employee with a mentor who can help them adjust to the new workplace. It is vital to have a structured plan to enable a new staff member to learn about how their role fits into the organisation so that they feel part of a team. Creating a strong team bond where everyone feels a sense of responsibility to their colleagues breeds a successful work environment. Make sure you also provide them with the tools to perform their jobs independently.

2. Be the best boss you can be

This starts with self-awareness. Ask yourself what it would be like to work below you and ask your employees to give you constructive feedback on your management techniques.

Undertake further training according to your strengths and weaknesses. Read leadership blogs and books and if you have the spare finances take formal courses or hire a business coach. This could be one of the best investments you ever make.

It has been my ethos for many years that a happy leader makes a happy team so remember that it all starts with you.

3. Empower your people

Don’t just delegate responsibility; delegate the authority your people need to make decisions on their own. You’ll be surprised how much more efficient and effective your team can be without having to funnel everything through you. You can start small and give people more authority as they earn your trust. Your goal should be to empower your people to move forward on their own, with as little intervention from you as possible.

4. Reduce office politics

Be a positive role model: don’t gossip, don’t tolerate gossip and speak well of others when they aren’t present. If conflict arises, go directly to the person in question and resolve the issue privately. If you sow loyalty, you will reap loyalty. Alternatively, if you sow disloyalty that is what you will reap.

5. Recognise individuals

Don’t just celebrate the end goal but also congratulate and recognise the steps it takes to reach this goal. You should do this both formally and informally, no matter how big or small your team is. Make it your aim to catch people doing something well.

6. Communicate regularly

Everyone should understand how they contribute to the success of the business as a whole. By creating a sense of ownership and responsibility you will find that no one wants to be the weak link and let their team down. At Beaumont, we hold monthly team meetings and a quarterly communications meeting where everyone is told how we are tracking as a business. This allows everyone to know how their piece fits into the puzzle. If the information is bad, your people can help improve it. If the information is good, your people can celebrate it.

7. Talk about the future

Do you know which members of your team want to climb the career ladder and which are happy staying where they are? Regardless of how ambitious or unambitious you perceive your team to be, you will be much better placed to manage them if you understand their motivations and aspirations. The ambitious bunch will need to know that they’re going somewhere, not stagnating or going backwards. They need to know that with the right training, planning and mentoring they can advance within your business. The stayers will most likely just want to feel secure and appreciated. You could risk losing both if you get this wrong.

8. Engage a work/life balance

Being supportive to individual situations and having some flexibility around working hours will help you create loyalty within your team. Encouraging health, wellbeing and physical activity around the working day will make your team more energetic, happier and more reluctant to rush out of the door the minute the clock strikes home time. Some great ideas to promote balance are to run team exercise programs, let parents have flexible arrangements for their kids and being understanding of doctor appointments. It’s the small things that are remembered and appreciated.

9. Uncover hidden talents

Employees have a specific job role within the organisation, but they may also possess skills, talent and experience in areas that are outside of their current job description making them fantastic asset to your organisation. Ask your team if they feel they can contribute or add value in any more areas of your organisation. We recently had a marketing brainstorm session and when we put it out to the team for ideas we realised we had a former Marketing Manager in our team!

10. Make work a place of fun

Most of us will spend around 50 per cent of our waking hours at work. That’s approximately 20 years by the time we hit 60! Doesn’t everyone deserve to be happy for those years? I have noticed that organisations who create a warm, welcoming environment with a professional yet light-hearted atmosphere have a loyal and happy workforce.