Keeping your best staff happy 

Staff retention issues in the Locksmith industry:

In a recent marketplace survey conducted by LSC, we have found a general consensus that many businesses were having issues with finding and retaining quality staff members. As the owner of a locksmith business, have you ever invested time and money into your staff members, only to lose them to your competitors? Or perhaps the young apprentice has decided to build their own business and is now your competitor?

Replacing talent is a disruptive and costly exercise for any business. When it comes to the loss of top talent through unexpected departures, the effect can be even more damaging to any business momentum. Maintaining a high level of staff retention should be a cornerstone for any successful business.

The truth is, employees are rarely tempted to leave when they feel challenged, valued and rewarded. If your top talent has just walked out the door, chances are you have failed to keep them engaged by making one or several leadership mistakes.

In this month’s issue of XXX, we are raising awareness to the top 6 reasons why locksmith businesses are losing their top talent. We also cover areas of improvement in finding your prospects, managing, challenging and retaining quality employees.

6 Reasons Why You Are Losing Your Top Talent

1. No motivation

It’s the intrinsic motivators that help you retain top talent. For employees, intrinsic rewards can include the desire to do important work or create innovative products that contribute to the company’s success. If you fail to engage your talent’s intrinsic motivators, they can easily find their extrinsic motivators – like salary and bonuses – somewhere else.

2. Challenge? What challenge?

Successful people don’t rest on their laurels – they are always looking for the next challenge. If you don’t offer your top talent the chance to stretch and grow, they’ll quickly tire of the status quo, and look for something new and exciting to work on instead.

3. If you don’t develop them, someone else will

No matter how driven a person is, they still need guidance and support in developing their skills. If you don’t work with your future leaders to nurture and help them grow, there will always be another employer just waiting to snap them up and take them on the journey you started.

4. Be ready to recognise

As with intrinsic motivators, reward and recognition goes beyond salary. When you regularly fail to recognise the contributions of your top talent, you devalue their contribution and encourage them to find a more visible role elsewhere.

5. Mismanagement

Bad management has the greatest effect on employee dissatisfaction. Employers who withhold opportunities, fail to communicate or fail to appreciate good work will not inspire loyalty in their talent, and risk losing that talent to employers who understand the importance of their relationship with employees.

6. Fun fail

When you provide a fun and flexible environment, where employees are encouraged to work hard and play hard, you facilitate a culture where top talent can thrive. Employees working long hours in an unstimulating, rigid environments will soon push back, and look for businesses more creative in their approach to productivity.

The best employers understand their influence when it comes to retaining talent and work hard to avoid these mistakes.

Find The Right Candidate: 4 Ways To Find And Challenge Your Employees

1. Ask the right interview questions

Asking the right questions at the interview stage is even more important for remote employees, as you need to trust new hires to be productive and self-motivated. It is also important that the prospective employee fits into your company’s culture so they can make a positive impact on your business. And don’t skip the skills assessment. With no one physically available to hand-hold, remote employees need to be highly skilled at their craft and capable of working autonomously.

2. Stay connected to the goals

It is easy for employees to feel isolated when physically removed from the rest of the team – this can result in the employee becoming demotivated. Whether you’re creating a new team or integrating employees into an existing one, you need to ensure they feel ‘plugged in’. Be very clear in communicating your business objectives and purpose so all members unite around a common purpose, no matter where they are.

3. Avoid technology pitfalls

Make sure you use technology appropriately. Phone, video, screen sharing – having access to the right options makes the workflow easier. Make sure the technologies you use – instant messaging, emails and project-management tools – are all reliable. Frequent technology failures are frustrating for remote employees and erodes team morale and productivity.

4. Prevent burnout

Be sure to communicate what is expected from the role and check in regularly with remote employees to ensure they are managing their time and workload effectively. It is important that the right checks and balances are in place to ensure remote working arrangements suit everyone.

Keeping The Right Staff: 4 Areas For Maintaining A High Level Of Staff Retention

1. Mentoring

It’s important to implement a mentoring process to help staff members feel supported and to satisfy their desire to keep learning. Larger businesses can look at a structured program that appropriately matches older, more experienced personnel, with new hires.

Mentors can ‘show them the ropes’ and guide their development. Small businesses can also introduce a similar process, which may involve the owner providing ongoing on-the-job and professional development support with frequent face-to-face meetings.

2. Remuneration

As a business, ensure your employees are compensated for their hours by using industry benchmarks. Consider salary rates, as well as paid overtime, leave policies and benefits.

3. Workplace culture

Many employees choose to leave their workplaces due to a toxic office environment. To stop top talent from walking out the door, business owners need to look closely at their workplace culture and ways of improvement. Ideas can include organising regular social events and setting up family-oriented activities that let employees combine work and life in a positive way.

4. Training

As well as offering on-the-job training, companies can also invest in their employees by offering advice on working smarter. Specialist training organisations can come into the business and run workshops that detail tactics, such as managing workloads more effectively and stopping unproductive work habits etc.

Take a snapshot with your mobile of your valued staff members and send through to marketing@lsc.com.au and we will send them a special 90 Years of LSC bundle pack!

Takeaway Points:

  1. Why are we experiencing a staff issue in the Locksmith industry?
  2. 6 Reasons why you are losing your top talent
  3. Find the right candidate: 4 ways to find and Challenge your employees
  4. Keeping the right staff: 4 areas for maintaining a high level of staff retention