Strategies for Retaining Staff

Linda Nall looks at some useful ways to keep staff happy and committed to sticking around and growing with your company.

Every time I interview a young person who has successfully made the transition from school to the workplace as an apprentice or trainee, they talk about their apprehension that they would not fit in to this new ‘adult’ team. Having left behind the security of their school friends, they were worried they would not find new ones. 

They also talk about the pleasure of feeling valued and respected in an adult world as they are acquiring practical skills. It rapidly becomes apparent that businesses that are aware of these issues are the ones who have greatest success in moulding and keeping their new employees.

Stratco, a producer of building and home renovation products in Queensland, had a monumental task of recruiting staff—let alone keeping them. Stephen Ollerenshaw, Stratco’s training co-ordinator, said they decided to take control of their own destiny.

“We had to put in place a strategy that would ensure we are able to get staff and keep them. We started that strategy by realising we are an integral part of the community and need to be responsive to the community.

An Important Step

“In March 2006 the MEGT Australian Apprenticeships Centre helped us hold a forum with 28 school representatives,” Ollerenshaw said. He said the MEGT helped Stratco outline a needs analysis and strategy for the company to take for school-based trainees within the following two months. Stratco expected it would involve 10 young people.

“We ended up with 14 Australian School-based Apprentices in manufacturing, retail and estimating,” Ollerenshaw reported.

Stratco’s strategy not only streams new employees through the business but also gives long-term staff a mentoring role they enjoy. They feel they are contributing to the business and are valued for it.

“In the workplace itself, we have set up a formal mentoring system with a person in their work area,” Ollerenshaw said. “The mentor is separate to their supervisor or manager. It’s like a buddy system.

“Staff become more closely involved with the young people when they volunteer to help in transporting them to work. I’ve heard they talk about assignments in the car together. It is great!