The unemployment rate is down and for some industries COVID-19 has been a double-edged sword: endless work but a crippling labour shortage. Whether you’re looking to expand, recruit, or keep your hotshots in-house, here are our top tips for getting and keeping a skilled workforce.

 

Ensure room to move: Bored or stagnating employees will scan job sites. Offering career progression or the chance to upskill ensures they feel valued and shows you’re loyal to your staff by promoting from within. Make those opportunities clear to new staff as well. Map out a career path for your staff so they are not just in a job, but a long-term career.

 

Personal life matters: What’s going on at home affects job performance. Mental health days or opportunities to work out personal issues create a feeling of being supported, building loyalty and stability. Take the time to make a note of birthdays, acknowledge milestones outside the office, and recognise hard work.

 

Regular catch-ups: Whether a formal monthly meeting or a chat over Friday pizza, regular check-ins are key. They’re important for making your team feel genuinely heard and may offer insight into streamlining systems or ensuring staff have the tools they need to do their job well. Be inclusive. Everyone’s ideas are worthy of your time.

 

Flexibility is key: COVID-19 has proven that working from home can improve productivity. Starting or finishing earlier or later simply to avoid rush hour has also been shown to improve mental health. Consider a four-day workweek. A trial here in New Zealand found productivity increased 20%, staff satisfaction improved, and stress levels decreased. Encouraging work-life balance is a valuable leadership tool paying genuine dividends in the office.

 

Switch up your ads: Rather than listing technical requirements or preferred qualifications, advertise for qualities that would gel with your existing employees. It shows you’re trying to create the best work environment. Some of the most successful ads show a clear career path and progression possibilities.

 

Be open to potential: Recognising future stars is essential. Talk to local schools and universities to secure their best graduates for entry-level roles. Employees who’ve been with the company for years may thrive in a mentor role. Attracting and retaining the right employees is about giving opportunities. It’s a win-win. Employees appreciate when management invests in them and are more likely to return the love with initiative, pride, and hard work.