Australia’s unemployment rate is currently at 3.5%, and companies are forced to move through unchartered territories, facing unique challenges and demands. Workers continue to be highly sought after as people are still riding the wave of the Great Resignation and demand better conditions. Many organisations have increased offers and provided attractive perks in the hopes of convincing employees to stay or enticing a new candidate to take the job, but are these long-term solutions?

It continues to show that people are not just looking for a high salary. More than that, people crave a better sense of fulfilment and want meaningful work. It could take more than a hefty paycheck to ensure your team doesn’t leave you. Here are a few ways to help keep the star players in your organisation:

Professional Development

Providing employees with a clear career path would help them better invest in their work and make them feel more committed to the company. Investing in their training and their development would help set them up for success in future roles. Letting your employees know that there is a plan for their growth in your organisation will keep them motivated and fulfilled. 

Flexible Work Arrangements

One of the top changes in the workplace is having flexible work arrangements, whether it be the hours an employee puts in or where they do their work. Next to salary, flexibility has now been deemed a requirement for many applicants. For some, not having this option could determine if they will take the job or not. If already working for an organisation and flexibility isn’t an option, then it’s one of the reasons that cause people to find a job elsewhere.

Recognition

Who doesn’t like being recognised for their hard work? Recognition doesn’t only make a person feel good, but it also makes them feel like they’re valued for their contributions. Some may like being recognised within a group setting, like a meeting or a gathering, while others prefer being personal and discreet. However you do it, remember to be sincere, express genuine gratitude and be clear with your statements. Simply telling someone ‘good job!’ might lead to confusion on what it is that they did well. For outstanding achievements, it would be best to have them documented.

Role-modeling Work-life Balance

It’s easy to tell a person not to overwork themselves, but it’s a different scenario to model this behaviour. Putting health and wellness before anything else is essential for everyone, managers not excluded. Seeing a manager who always renders overtime when unnecessary or not taking any vacation leave would let an employee feel like that could be them in the future, which might scare them away from wanting to take on the next level.

Get to Know the People You Work With 

Team-building activities are an excellent way for a team to bond. Sharing a meal outside work and getting to know your employees as humans creates a better sense of belonging. Creating this connection will help build trust, empathy, and support within your team, making them feel like they’re more than just cogs in a machine. Humanising the work experience for an employee would help them feel more invested in their work and your organisation.

As the workforce continues to change, many organisations are still left to fill the gaps in their much-needed workforce. If you’re looking for stellar people to back your projects, we at FIRESOFT People can help you look for the best candidates. Let’s have a chat. You can check out our website to learn more. You can also register here to receive your free copy of our post-offer onboarding strategy today!

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