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        How to retain exceptional employees

        How to retain exceptional employees

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          To run a successful business you need exceptional employees. Here’s how to keep them engaged.

          It’s one thing to hire good people and another thing entirely to keep them. Exceptional employees might easily take their exceptional talent elsewhere for all manner of avoidable reasons.

          At BE Offices a third of our workforce has been with the company for a decade or more, some for as long as 15, 20, 25 and even close to 30 years. Our personnel, 130 people, have almost 900 combined years of service to the company.

          So what is the secret to staff retention?

          Here are some of the common mistakes made by business owners and managers which are easily avoided in order to retain top talent.

          1. Overworking your best people

          It’s tempting to overutilise your best workers but just because someone is twice as good at their job doesn’t mean they should be made to work twice as much, usually for the same pay.

          This will not go unnoticed and before long will lead to them feeling mistreated, undervalued and like they are being penalised for performing well. The quality of their work is also likely to suffer as the longer the hours we work, the more our productivity levels decrease.

          2. Not respecting people’s ‘off duty’ time

          A healthy work-life balance is key to our wellbeing and we shouldn’t have to choose between one or the other. During the pandemic these lines became blurred but its important employees are given uninterrupted personal time when they are off duty.

          Satisfaction with our lives outside of work generally leads us to perform better when we are at work. Everyone needs downtime.

          3. Micromanaging

          Talented people, who are more than competent in their roles, do not need micromanaging, in fact its disrespectful to them.

          Enabling talent to make their own decisions will empower and motivate them, and most likely lead them to bring new ideas and innovations to the organisation, forming a culture of positive creativity.

          4. Failing to instill purpose

          Research shows that there is a direct correlation between an organisation’s productivity levels and profitability and how much its workforce believes in the company’s purpose and mission.

          This doesn’t require an organisation to be changing the world with its products and services, but it does mean that staff should be able to see the bigger picture and feel part of what the company is striving to achieve.

          5. Not providing advancement opportunities

          Top talent is invaluable to an organisation but good people won’t stick around without opportunities for growth, and they will also be a target for headhunters.

          Organisations must demonstrate a willingness to invest in the growth of their people while providing them with development opportunities. Long-term staff motivation can be enhanced greatly by the opportunity to learn and advance.

          6. Not having empathy

          It can be easy for bosses to forget that their staff are human beings and are naturally subject to human frailties. That’s not to say that bosses need to be friends with every member of staff, and a certain level of detachment is useful to maintain professional working relationships, but care and compassion is never a bad thing.


          Image courtesy of Canva


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