Looking After Your Staff in 2018

Estimated reading time: 4 mins

Keeping your staff happy is essential if you want to run a successful business, whatever it is that you do. Looking after your team means that they’ll give you more. They’ll be loyal and committed, they’ll go the extra mile, and they’ll always be there when you need them to do more. It also means that they will be well trained and knowledgeable and that you’ll waste much less time and money training new staff every time an unhappy member of your team leaves.

Of course, you can’t keep everyone. Even the best, happiest staff might one day leave you to seek new opportunities or for personal reasons. You can’t stop this. But, you can make sure you get the best out of them while you can, and that you are able to maintain what could be a useful connection when they leave.

Maintaining high staff retention levels in 2018 isn’t quite the same as it was ten years ago. Yes, some things are always important. But, today, staff need more. They have different needs and different expectation, and you need to find ways to meet them. Here are some ideas to help you.

Risk Assessments

Employee risk assessments can be so much more than demonstrating how to lift with a straight back. They are your way to look after the health of your staff members. To make sure they’re not doing too much, or too little, physical activity. To make sure they are moving correctly and safely and that they are resting when they need to. Wearable technology allows you to conduct a movement-based risk assessment. Tailoring your training to the movements your staff actually make and making changes based on what they are doing when they are working, instead of using broad theories of how people should move to make your judgments. This is a small investment, but it can keep your staff fit and healthy and protect them from workplace injuries in the long term. This also cuts the risk of having to pay compensation in the case of an injury sustained at work.


Equality is a bit of a buzzword at the moment. It’s in the news, it’s something people are much more aware of, and it’s something our staff want. Male and female employees are unhappy with inequality in the workplace. They are more aware of it than ever, and they are asking questions. Hopefully, you are already offering equal pay, training, and treatment to all of your employees regardless of age, gender, disability, race or sexual orientation. But, it’s always worth checking your policies and offering additional training to make sure.


Training is always going to be a way to keep your staff happy. It stops them getting bored and allows them to feel like they are getting somewhere. Even if there’s no promotion available, they want to learn more about their jobs and the industry. They don’t want to feel like they are wasting time just doing a job. They want to be allowed to get better at it. Share your knowledge and experience with them and help them to grow.


Flexibility in many ways goes hand in hand with equality. Working mothers highlight the need for flexibility in the workplace, but they are by no means the only people that need it. Try to be flexible with all of your staff. Try your best to give them the time off that they need, as well as the working hours that suit their lifestyle. If they are offered this flexibility, they’ll want to be at work when they are, they’ll be focused and happy, and they’ll have no reason to look elsewhere.

Parental Leave

When your staff have got children, you need to appreciate that they might need more time off. Children get ill, they have appointments, and important school events and their parents need to be allowed the time off work to attend to them. This goes for fathers as much as mothers. Most states have unpaid parental leave policies. But, try to go beyond this if you can. Find extra flexibility to give parents what they need.

Empower Them

Staff want to feel like they matter and like their opinions count. They want to feel empowered to make suggestions and to bring new ideas to the table. This goes for everyone from the cleaner to the managing director. Instill a feeling of empowerment by listening to them. Encourage them to come forward with ideas and listen. Sit with them to talk about their ideas and use them to make changes. Show them their value.

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