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    Valuing Your Key Personnel

    I believe being a good employer inevitably makes employees feel more valued, which in turn makes employees more effective in their work. Over the past few years the economy has been challenging for both employers and employees, putting their relationship through its paces.

    Having said that, now that the economy is picking up and the rate of unemployment has started to decay there is a sense of optimism in the air for both the employer and the employee.

    “I have no doubt that the rebounding economy will bring countless opportunities for the high performers who may leave for greener pastures”

    It can be argued that throughout the recession employees may have accepted working longer hours at a flat pay rate with little or no benefits at all and it is my view that employees are now ready for change. However, worryingly for the employer, it may be that this short-term productivity gain may have come at the expense of employee loyalty.

    It may in fact be the case that the key talent could be considering other employment opportunities that have arisen as a result of the improving economy. I have no doubt that the rebounding economy will bring countless opportunities for the high performers who may leave for greener pastures.

    Employers must counteract NOW

    The rising economy is already creating a host of new job opportunities across almost all industries, and that means companies are also about to embark on a round of aggressive new hiring, and many of them may soon be making attractive offers to your key personnel.
    “Your company is not your product; your company is only as good as the people you have working for you” It is imperative, if you want to protect your company’s ability to be competitive going forward, that you initiate some serious attention to the care and needs of your employees.
    In the end, your company is not your product; your company is only as good as the people you have working for you.
    Organisations must come up with a strategy for tapping into the motivators their employees really care about and give them opportunities to grow, to contribute, to make a difference, and to do something they are passionate about.

    This might very well comprise of exceptional training programs to help overcome skill gaps and open the door for employees to enjoy more success across the board.

    *Harbouring the right Attitude in the Workplace *

    Workplace attitudes have an effect on every person in the organisation, from the employees to the company owner. Attitudes help to develop the prevailing workplace environment that determines employee morale, productivity and team-building abilities. Understanding how positive and negative attitudes affect the workplace is an important tool in creating a harmonious workplace.

    “The state of mind one brings to work not only affects how one works, but how those who interact with you at work too”

    A positive workplace attitude encourages creativity because employees feel that their ideas will contribute to the success of the organisation. A negative attitude restricts creativity as employees do not feel obliged to contribute to company growth.

    A positive workplace arguably encourages employees to become involved in company success. Employees seek career development so that they may be part of future company projects. A negative attitude leads to turnover and a loss of experienced staff members, which degrades the company's ability to grow.

    The state of mind one brings to work not only affects how one works, but how those who interact with you at work too. A positive attitude is associated with both professional and personal success, and can be “contagious” in a good way.

    *Accept Change and become Malleable *

    Change is all around, and sometimes adapting to change is a challenge – even if it is perceived as a positive change. The employees who display a positive attitude toward change and who view change as an opportunity to advance their skill sets adapt more quickly than employees who resist change and approach it with a negative attitude.

    Consequently, the right attitude will allow both employees and employers to adapt to necessary changes so the organisation can take crucial steps to move forward.

    *Punctuality and attendance *

    Employers take note that employees arriving on time and leaving at the scheduled time are effective and usually produce the work they were hired to complete. Repeated unexplained absences or missed appointments reduce productivity, which tends to affect the rest of the organisation.

    By displaying a positive attitude toward work, employees get work done in timely manner and ensure client satisfaction. Organisations that deal with misconduct in a consistent manner and prevent retaliation against employees who report bad behaviour ensure high ethical standards that lead to employee trust, respect and productivity.

    “All employers need be aware ultimately, what many employees want most of all is clarity about their future with the company”

    Targeting retention measures at the key personnel using a tailored mix of financial and non-financial incentives is crucial for managing organisational transitions that will achieve long-term business success.

    Employers must get their employee retention incentives packages right and act quickly. Best-practice approach thereafter is to build on continuous attention and timely communication every step of the way to help employees make sense of the uncertainty inherent in organisational change due to a fluctuating economy.

    All employers need be aware ultimately, what many employees want most of all is clarity about their future with the company. Creating that clarity requires significant hands-on effort from managers and employers alike, including the ongoing work of tracking progress so that companies can quickly intervene when problems arise.

    I hope some of the suggestions I have made in this article go some way to aid organisations in acting promptly, in a measured and targeted way in retaining personnel that are key to their organisational success.

    If you have any questions about employment law relating to your business, visit our service page to learn about how we can help.


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