Previously we have discussed attracting the right talent for your company; so now you have recruited great employees, how do you keep them? Recruiting and retaining a strong workforce pays – high engagement of employees equals improved customer and employee retention and an improvement in profitability. It’s common sense!

You’ve done the hard bit, finding and employing the talent you were looking for. Now you have to ensure that your new employees remain engaged and motivated as they develop their careers within your business.

Our HR Consultants believe that there are numerous ways to keep and develop great members of staff. To provide some guidance, we will be covering just some of the ways that you can continue the journey of engagement with both newly hired talent and existing employees.

Learning and Development:

Whilst perhaps particularly important for new employees, ongoing, regular training is also beneficial for all employees. Ensuring your workforce has up-to-date learning allows them to develop skills and knowledge; benefiting not only them personally, but also your company.

Showing an interest in the development of your employees demonstrates a genuine care for them and their career aspirations. Nobody wants to be stuck in a job that doesn’t allow for growth and learning; therefore having plenty of training opportunities is often greatly appreciated and appealing by employees.

‘Identifying learning and development (L&D) needs involves the assessment of employee capabilities alongside an understanding of current or anticipated gaps in knowledge or skills. This analysis can be conducted at the individual, team or organisational level. In any case, the outcomes can identify the appropriate learning provisions required to enable sustained business performance and should be closely aligned to the overall organisation strategy.’ CIPD.

Providing great learning and development can be very time consuming and requires a particular amount of expertise. Assessing staff on an individual basis, providing specialised learning plans and keeping track of this all can be a huge task. Our HR Advisors are specially trained with years of experience in understanding individuals training requirements. We offer a range of training, coaching, mentoring and workshops to ensure that every employee gets what is right for him or her and for your company.

Employee Benefits:

Whilst training and skill development is a huge employee benefit in itself, it is crucial to consider the more day-to-day perks that keep your staff engaged and motivated.  As CIPD says; ‘Employee benefits offer a way to attract and retain employees, contribute towards improving staff well-being and enhance engagement.’

We have previously discussed the importance of looking out for employee’s mental health and wellbeing; so-called ‘work-perks’ are another simple yet effective way to boost morale and encourage positive mental health. There are many different approaches to employee benefits; it all depends on what works for you and your organisation.

The following are some examples of different types of benefits, taken from CIPD:

  • Holidays: Whilst employers are required by law to offer 5.6 weeks statutory paid leave (pro-rated for part-time employees), employers may often offer more than the minimum. A generous and flexible holiday scheme can be very appealing to those who seek and want a good work/life balance.
  • Pensions: The workplace pension has undergone major changes across both the public and private sectors, ensure that you are up to date for the sake of your employees and your business. Failure to comply with the requirements of the Auto-Enrolment guidance will incur penalties.
  • Healthcare: Benefits such as health & dental insurance; company sickness pay; employee assistance helpline – help keep staff engaged and productive. Knowing that you will not suffer in work due to health-related complications gives a great sense of security. Health benefits could also include things such as gym memberships. Gym memberships are a great way to improve morale, through physical fitness and an equally important work/life balance.

There are almost endless ways in which you can include employee benefits in your organisation. From large gestures such as work outings, day-to-day help such as free childcare, or small, simple aspects such as ‘dress down Friday’. All of these ‘work-perks’ can boost employee morale in one way or another; be it making things easier for people, or simply adding a little fun and mixing up the daily routine.  We work with strategic partners to identify the most cost-effective benefits solutions for your company.

Great HR practices:

Knowing what to expect from the employee and employer relationship is fundamental to early engagement. Getting the basics right is key – would you build a house without any foundations? Doing people stuff ‘on the back of a cigarette pack’ is not the way to engage with your future workforce. It is crucial to have a strong set of clear practices, policies, and procedures in place for any situation that can arise. From the positive to the negative, our HR Advisors can assure the best possible conclusion from any situation.

Who do your employees speak with if they need to talk? Most small and medium-sized business don’t have their own in-house HR team and are unlikely to have an Employee Assistance programme. Providing support for those employees, via an outsourced HR facility will bridge that gap.

Here at Triple Three Solutions, we pride ourselves on our ‘out-of-the-box’ approach and way of thinking. As HR Consultants, we understand people and value all aspects of work-related concerns. We work with you to inspire those people you have worked hard to hire.

Stay tuned for future updates to our series on employee engagement. In the meantime, please feel free to contact us for HR Advice on 0333 050 3330 or via email at