Posted on Wednesday 4 September 2019 by Ulster Business

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With such intense competition for talent, the challenge for employers isn’t just finding prospective candidates, it’s also keeping them, writes John Moore, managing director of Hays NI

Astonishingly, almost half of professionals surveyed in the Hays What Workers Want Report said that they left at least one new job within the first 12 months because it didn’t match expectations formed during the application process.

A significant number of our employees at Hays have been with us for 10, 20, 30 and even 40 years, and we pride ourselves on growing our own talent and promoting from within. Although there are times when employees leave due to circumstances employers can’t control, organisations can create the right conditions to retain their staff for as long as possible.

We believe there are three key areas. A sense of purpose Across ages, cultures and sectors, professionals need to get up in the morning knowing that they can make a difference. No matter how big or small, recognising a clear and meaningful purpose in your role is a huge driver for staff. Communication is key for employers.

By prioritising employee progression, offering regular feedback and communicating the wider objectives of the business, employers can ensure their staff come to work each day with a strong purpose. Variety each day While not every task can be exciting, and some parts of a job will inevitably be more stimulating than others, if the mundane becomes the usual, employees will think about moving on.

Injecting variety into each week and staying interested at work partly falls on employees themselves, who can proactively seize opportunities. But a good employer should also push their staff and encourage them to work outside of their comfort zones. This ensures professionals can keep growing and developing within an organisation rather than move elsewhere. A strong network

The people we work with have a huge bearing on our happiness levels at work. You simply can’t stay in a role long-term if you don’t enjoy working with those around you, so the importance and impact of these relationships are not to be underrated. Employers can help their staff develop a network of inspiring and admirable colleagues from their first day by making sure they receive proper introductions and support contacts.

Workers who have these strong bonds feel a greater sense of belonging which keeps them wanting to work in their organisation. With these three points in mind, it’s important to consider how someone’s organisation and role makes them feel, rather than just how impactful their salary or bonus might be. After all, this is what can’t easily be replicated across organisations and can keep an employee with an organisation throughout their career.

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