News & Views

Employment Seminar: Improving Employee Engagement and Retention

The latest session from our ‘From Hatching to Dispatching’ series ran successfully this week at our free breakfast seminar at Beales Hotel, delivered by Sherrard’s’ employment solicitors Joanne Perry and Mark Fellows.  The second of a three-part series on the best practice approach to managing the employment lifecycle focused on improving employee engagement, productivity and retention through legal and HR best practice.

Employment Seminar

Mark Fellows delivering his session to HR professionals on increasing staff productivity and retention in the workplace

Following on from the first seminar centred around recruitment and selection, this session covered topics such as employee motivation, rewarding staff, dealing with poor performance/misconduct and tackling grievances. All attendees, consisting mainly of HR professionals and business owners, were also given the opportunity of one-to-one discussions with Joanne and Mark in relation to specific HR issues currently faced within their business.

Key takeaways

  • Higher employee engagement reduces the risk of demotivation or worse – departure – of effective employees
  • The cost of replacing employees is around £30k – employee retention saves on costs. Don’t forget, people are an employer’s most important asset
  • The three R’s – recognition, reward, and retention should always be kept in mind for an effective HR strategy
  • Rewards don’t always need to be financial. But be careful, financial rewards must be considered in the contractual terms, particularly around length of service criteria
  • Appraisals and reviews should always indicate to employees what is expected of them and provide feedback on how employees are performing, looking both backwards and forwards
  • Social media policies are crucial in today’s modern workplace to protect brand reputation online
  • Always address poor performance carefully – following the correct process of monitoring, introducing improvement plans, issuing warnings where necessary and providing training/support, as well as alternative roles where needed
  • Grievances also need to be handled with care. Always encourage written accounts over verbal and ensure you understand the complaint/accusation that is being made, while fully complying with employment law

Make sure you don’t miss out on our final seminar of the series taking place in the new year, delivered by Mark and Jo at Beales Hotel, Hatfield. More details are to follow, but if you are interested in attending please contact Melissa Menelaou to register your place.

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