How can leaders support recruitment and retention within a business?

Effective leadership and management are key to the climate and creation of high performing teams, and this effective leadership is arguably most vital in the hiring and on-boarding of new employees. In businesses where effective management is present, the onboarding process can bring a new hire up to speed within the company 50% faster than those where effective on-boarding is not in place.

It is vital that leaders understand the challenges faced by new employees, namely a new role, team, business and climate. Leaders who fail to appreciate and assist with the challenges faced by new hires will see an increased turnover, with 57% of employees claiming that leaders fail to help them build relationships in their new role and 65% feeling that they struggle to engage with and understand the company culture.

Strong leaders should help new hires by:

  • Making them feel a part of the team: By investing a small amount of time getting new hires acquainted with their peers and leaders and welcoming them as part of the team, leaders will see benefits in the long term as retention and productivity increases.
  • Providing direction and goals: Each employee should be aware of what they need to do, how they should do it and why they should feel motivated to complete the tasks handed to them. No where is this more vital to explain than during the on-boarding process, enabling team members to work cohesively together with shared goals from the outset.
  • Helping them to develop early on: In building their confidence early on, by allowing them to achieve goals, they will quickly become a credible part of the team and gain the respect of those around them. They will also develop a sense of pride for themselves and the company and come to identify with it as an establishment that has offered them opportunities for progression and development.

How can PCS help with the retention of employees?

With effective leaders being an essential part of the on-boarding and retention of employees, it is vital that they are provided with accurate feedback and data which demonstrates how their team is currently feeling and performing.

PCS is built on 30 years of research into high performing teams and is founded on the knowledge that a leader’s management style and behaviour has a significant impact on employee engagement and effectiveness, but also on the wellbeing of a team and its climate – all of which impact the retention of employees.

The PCS tool is used to help measure and improve team performance, assessing the effectiveness of leaders. The tool is different from standard satisfaction surveys, using anonymous data collected over time, targeting both team and leader development and providing an objective and accurate picture of the inner workings of a team.

PCS highlights any gaps or misalignments between a leader and their team and helps to address these issues to improve performance. The findings of the PCS report provide a leader with an action plan, allowing them target areas of greatest need.  Used well, the tool will allow leaders to draw on learnings from current employees and implement these to create a smooth on-boarding process for new hires.

Analysing your leaders and their teams should be an ongoing part of the day-to-day activity within your business; creating an open dialogue between leaders and their teams.

If you feel that your leaders and their teams could benefit from using the PCS tool, get in touch. Email or call 01395 262231

Zac's Challenges:

Zac’s tech business is growing rapidly. He’s gone from being a developer with a good idea to now overseeing an ever-expanding team. Zac knows that in order for the business to grow successfully, it needs to stay true to its founding values and his staff need to feel valued and engaged. Zac wants to understand if he and his team are on the same page and he needs to do it quickly and cost effectively.

Zac's PCS Solution

Zac decides to use PCS Lite to get a quick temperature check of how his team are performing and what they think about the business. The PCS Lite report quickly surfaces the fact that his team have lost sight of the organisation’s purpose and goals. Zac realises that he needs to improve his on-boarding processes and help orientate the new team members better in the company culture and vision. 6 months later, Zac uses PCS Lite to check his new onboarding process is working; concludes that the growing team are much better aligned to his vision and are generally operating in a more positive working environment.

Annabel's Challenges:

It’s Annabel’s job to help the Partners in the firm manage their clients and ensure they’re consistently adding value. Recently, Annabel has been asked by one of the Partners to find a tool or framework that the consultants can use to benchmark new clients looking for team and leadership improvement programmes. It needs to be cost-effective, established and reputable and able to be branded with the firm’s own logo.

Annabel's PCS Solution

Annabel recommends PCS Pro to the Senior Partners as it provides an objective measurement of team and leadership climate against which the consultants can build performance improvement programmes. PCS has a good track record, academic validation, excellent training and customer service, so she’s confident that it’s the right tool for the firm’s consultants to use.

Sarah's Challenges:

Sarah has to keep across the multiple training and development needs in the organisation and do it within a tight budget. Recently, Sarah’s been asked to design a L&D programme that improves the staff retention rate and helps staff feel more engaged with the changes happening in the organisation, not least the shift to more flexible working.

Sarah's PCS Solution

Sarah uses PCS to measure how different teams across the organisation are performing and look at any patterns which suggest the need for organisation-wide, leader or team training. Sarah notices that all teams and leaders have a low climate score in the Processes segment. Sarah knows that allocating budget in this area will improve performance. She works with the Senior Management Team to review the organisation’s processes as they transition to more flexible working and designs a training programme to support staff in the transition. She’s helped staff to feel supported, acknowledged and engaged which ultimately drives performance. 

Jim's Challenges:

Jim’s client has a team that’s not performing as well other teams in the organisation. The team has a high staff turnover, sickness and the lack of cohesion is impacting the team’s wellbeing and performance. Jim needs to get to the bottom of why this is happening and design effective coaching interventions which can generate tangible results for his client.

Jim's PCS Solution

Jim uses PCS Pro to measure / benchmark how the team and leader are performing across the 6 segments critical to team performance – Goals, Roles, Processes, Adaptability, Connection and Resilience. He can immediately see the disparity in Goals, Processes and Connection between the leader’s perception and those of her team. He uses this information to build a coaching programme designed align team and leader. After 6 months, the team seems to be more settled and productive. Jim remeasures using PCS Pro – the results show the client the effectiveness of his coaching intervention.