A fifth of workers are seeking new employment in 2016. What are you doing to retain your employees?
There have been a number of surveys conducted at the end of 2015 and in the first few months of 2016 concerning the movements and plans of full-time employees. People management consultancy Penna discovered that one in five employees (21 per cent) will be looking for new employment in 2016. Of those, 48 per cent are looking for new employment to seek out better pay and benefits. You can ready the story here.
According to Investors in People, their “Wellbeing at Work” Survey revealed that 29 per cent of those in Full-time employment in the UK are unhappy in their current job. Further investigation found that many employees would be much happier if they were provided with benefits to specifically help support a better balance between work, life and family. Further information can be found in the Health and Wellbeing document here.
Introducing a time and attendance system can be a very effective way of helping you to maintain employee loyalty. It can help introduce, and support company initiatives, such as Flexitime or Flexible Working, which have been shown to improve employee morale and workplace satisfaction.
A time and attendance system can help in the following ways:
Introduce and record Flexitime
Initiating a Flexitime system can be a great way of giving your employees more freedom in balancing their work and home life. Busy parents who need to drop children off at school don’t need to worry and rush in the mornings, whilst someone needing to leave a little earlier can make up the time in the morning or on other days; all whilst maintaining “Core Hours” so that your company is covered during the busiest period.
Bradford Factor
Typically, single day instances of absenteeism are disruptive, but more importantly, they can be symptomatic of a possible underlying problem you may not be aware of. By being able to easily identify random absences, you can engage with the employee and find out if there are any issues, and if there’s something you can do to help.
Return to Work Interviews
Whilst common after a period of long term absence, these are also important when employees have random shorter absences, so that any potential issues can be discussed at an early stage. With long term absences the employee is able to discuss if a programme is required to help the employee rehabilitate themselves back into the workplace; something that is highly appreciated and beneficial to both parties. A good time and attendance system can keep track of return to work Interviews, when they need doing, who conducted them and notes concerning the outcome.
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