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Retention
Staff may leave for more money but, more often than not, they tend to look elsewhere because they are not happy with some aspect of their current employment.
Research shows that, most of the time, employees leave for reasons that their employer could have prevented or managed. For example, lack of recognition or learning opportunities; excessive or inequitable workloads; unmanaged morale issues; lack of opportunities to make a contribution.
Managers play a key role in influencing the level of commitment and loyalty of staff in an organisation. Forming good teams is hard but understanding what attracts and keeps good staff in your work team is a great place to start.
Some retention strategies included in this section are:
- Quality public service workplaces (framework and information kit)
- supporting work/life balance
- managing employees whose attendance and performance may be affected by mental or physical illness (Section 85)
- Managing an ageing workforce
- a policy for maximising employment security, and
- capability development.
For more information on retention strategies, visit our Resources section.
Last reviewed 26 February 2007