Provide development plans, meaningful recognition, fair, consistent pay practices, and flexible working where possible.
Exit and stay interviews reveal what to fix before people leave.
Share the “why”, involve teams in decisions, recognise effort, and improve manager capability. Small habits—thank-yous, visible progress, and autonomy—go a long way.
Read moreProvide development plans, meaningful recognition, fair, consistent pay practices, and flexible working where possible. Exit and stay interviews reveal what to fix before people leave.
Read moreBe clear, timely, and transparent—explain the reasons for the change, how it impacts employees, and what to expect next. Use consistent messaging, give opportunities for questions, and ensure managers are equipped to support their teams.
Read morePlan ahead, communicate clearly, and support managers to guide their teams through change. Set clear expectations, provide the right resources, and monitor progress to minimise disruption.
Read moreMarket Research: Regularly benchmark salaries against competitors. Adjust for Inflation: Consider cost-of-living adjustments (COLA). Flexible Benefits: Offer non-salary benefits like bonuses and wellness programmes. Transparent Pay: Make the pay structure clear to employees. Retention: Provide career development and promotion opportunities. Reward Systems: Use performance bonuses or profit-sharing. This helps retain talent and keep pay competitive.
Read moreThere is no legal requirement for employers to pay extra for overtime unless it’s stated in the employment contract. Contractual Agreements: Employees are entitled to that agreed rate if overtime pay is specified in the contract. National Minimum Wage: Overtime pay cannot fall below the National Minimum Wage or National Living Wage. Voluntary Overtime: Employees […]
Read more