15.02.2022

Using high value remuneration to attract and retain staff is not enough

With companies upping salary levels in order to attract and retain staff, Ben Gateley, CEO and Co-Founder of CharlieHR explains why just offering a generous salary increase is no longer enough. It’s also about ensuring staff have a decent place to work and lots of support for home or hybrid working.

Gateley says: “When it comes to attracting and keeping the best talent, remuneration alone is not enough - for the best engagement this should be accompanied with other benefits and behaviours. Incentives such as flexible working and a business’ culture are increasingly things job seekers look for.

“The pandemic has meant organisations were forced to offer more flexible working options, and for many people, the benefit of this has been that work has fitted more closely into their lives – whether allowing them to juggle childcare or working at times of the day that are better suited to their natural rhythms. Once we are are allowed back into the office, it will be important for employers to consider how they can genuinely continue experiences staff might have valued, rather than simply going back to pre-pandemic systems.

“When it comes to work culture, employers must look at the progress and development framework for new hires and ensure they report to good managers and leaders who will allow them to flourish within an atmosphere of trust and respect. Now is a great time for businesses to review their internal culture as the office, which is often used as a crutch when it comes to organisational culture, is currently non-existent. Culture is about brilliant people, progressive policies and appropriate processes and organsations that are clear on this will not only retain the best staff, they will attract them too.

“We are trying new and innovative ways to value our team which are in addition to a competitive salary. We are trialing an option to choose between a nine day fortnight without a reduced salary or reduced working hours. We have introduced enhanced family friendly policies and offer staff unlimited personal days to benefit and safeguard their mental health. But when you select benefits, it is important to ensure they really do serve your team and are not just a tickbox exercise or a response to the newest trend. For example, we tried an unlimited holiday policy for three years and it was bad for staff, causing them anxiety about what the ‘right’ level of holiday would be and exposing the inequalities of team members who could afford to travel more.”

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