Top tips to retain talented staff and upskill your team for success

With competition for talent and recruitment costs remaining high, retaining talented staff and upskilling your team for success is vitally important for any organisation. 

A 2024 CIPD report cited that 56% of employers found it more challenging to retain talent than the previous year and that there was a rise in organisations taking steps to counter this. 

Retaining new recruits was also an issue for many: 41% of those who selected candidates in the previous 12 months said that new recruits always, mostly or sometimes resigned within the first 12 weeks.
While pay satisfaction does correlate with a lower likelihood of quitting, several other key factors can also lead to high staff turnover.  

Offering advice on how businesses can help to retain their employees, Claire Lawton, managing director of Halesowen-based HR solutions provider Acorn Support, says, “It’s not always all about pay. Ask yourself what else you can do to support your employees.” 

A key area that contributes to job satisfaction is career advancement and training and development, with many citing a lack of opportunities as a reason to leave their workplace. 

Claire said: “One of my favourite pieces of advice on looking after your employees is from Richard Branson, who said, ‘Train them well enough so they can leave, treat them well enough so they don’t want to.’ 
“Remember that training benefits the organisation, not just the individual. Give your employees honest feedback, celebrate their successes and coach them for development at times when things go wrong. Train your managers how to manage, so they can look after your employees.”

A strong company culture can also aid staff retention levels. “Ensure you are clear on the culture and values for your organisation and embody them,” says Claire. “Work with your teams to define your values; don’t just impose them. 

“Transparency and honesty are important. When times are good let everyone know, and how the future will be mapped out. When there are poor times, be honest but look for collaboration and working together.” 

Many seek a new job in order to improve their work-life balance, so a workplace that enables people to accommodate their personal needs as well as those of the business is important, advises Claire.

“Understand that not everyone will be as invested in your business as the owners. Each individual has other parts of their life to work alongside their work. Employees should feel that there is harmony between all aspects of their lives.” 

Good communication and regular check-ins with employees can also help with staff retention and help you spot the warning signs that someone may be thinking about leaving. “Don’t make assumptions and neglect your staff. Just because you think they are okay doesn’t mean they are,” says Claire.  

“If you think someone is thinking about leaving, talk to them. ‘You don’t seem yourself, so engaged. How are you doing in your role? If we could change something, what would it be? What do you not want us to change?’ No suggestion is silly. 

“Don’t be afraid to let someone go if they want to, but ensure the door stays open for them.”

Tips to retain and upskill your staff

Understand why talented employees leave

Before building retention strategies, understand why your staff quit. The top reasons often include:

• Lack of growth opportunities: Many highly skilled employees leave when they feel stuck. 
• Poor management relationships: Job satisfaction is often tied to an employee’s direct manager. A toxic boss is a common driver of turnover. 
• Absence of recognition and flexibility: Employees crave acknowledgement and autonomy. Without it, disengagement often leads to exit. Businesses that offer hybrid, remote or flexitime arrangements can support work-life balance and encourage an employee to stay in a role.

Create personalised career and development plans

A personalised development plan can enhance clarity, direction and job satisfaction for employees. 

• Conduct a skills gap analysis: Map current employee skills against your future business needs. Use methods like structured surveys, manager interviews and performance data to identify who needs what upskilling. 
• Build individual development plans: Create development plans with your employees that blend their strengths, career aspirations and company goals. Linked to job roles, performance reviews and stretch assignments, these plans shape clear, motivating paths. 
• Sculpt jobs to fit strengths: Top performers thrive when their roles match their personal interests and values. Job sculpting provides challenging, meaningful tasks, fuelling engagement and retention. 
• Allow safe experimentation: Enable employees to try new roles or responsibilities without risking their current job.

Allocate time and resources for formal training and informal learning

Employees are more likely to remain loyal when they see investment in their growth. Ensure that training aligns with tangible promotions and role shifts, and block time in employee schedules for different types of training: 

• On the job training and shadowing: Practical learning tailored to your workplace can help with quick skill acquisition and build confidence.
• Peer to peer learning: Internal workshops or knowledge-sharing sessions build community and cross-functional skills.
• External training: Externally recognised qualifications and external in-person and online courses can offer specialised knowledge and experience that may not be readily available within your company. 
• Mentoring programmes: Pairing employees with senior mentors boosts both technical and soft skill development.

Empower managers to support and celebrate staff

Turnover often subsides when employees feel that they are effectively managed and supported. 

• Train managers in coaching: Equip leaders with feedback, mentorship and difficult-conversation skills.
• Implement regular one-to-ones: Consistent feedback builds trust, addresses concerns early and keeps growth top of mind.
• Hold leaders accountable: Include employee growth and retention metrics in performance reviews to signal their importance.

Measure impact and adapt continually

To stay effective, evaluate and evolve:

• Track engagement metrics: Monitor colleague participation, skill completion and satisfaction via conversations, surveys and dashboards. 
• Review retention and productivity: Evaluate how learning efforts influence turnover rates and performance trends.
• Solicit feedback: Use pulse surveys and one-to-ones to find what works and what doesn’t. Flexibility and adaptation is key as your organisation and market evolves.

Want to be an outstanding employer?

Check out our Employer Resources webpage for more information on our support and resources for recruiting, retaining and nurturing your workforce for long term growth.

One avenue that businesses may want to go down to find the best staff is hiring a recruitment agency. 

Explaining the benefits, Denise says, “We frequently see businesses investing time and budget into running their own recruitment campaigns. While this may appear cost-effective initially, it can result in significant time spent reviewing unsuitable applications, with no guaranteed hire. The true cost - both in terms of time and opportunity - can quickly mount up.

“Working with a recruitment agency can offer a more efficient and cost-effective solution. There is typically no upfront cost, and fees are only incurred once a successful placement is made. Additionally, experienced recruiters have access to extensive talent networks and are skilled in identifying and engaging passive candidates, accelerating the hiring process and increasing the likelihood of a successful outcome.

“By partnering with the right recruitment company, businesses can be better positioned to attract, engage and retain the right talent to drive future success.”

However they choose to recruit, businesses increasingly need to adopt strategic approaches to stand out and appeal to top talent. 
Claire Lawton, managing director of Halesowen-based HR solutions provider Acorn Support, advises starting with careful planning:

Tips to attract the best staff 

1. Define your hiring needs clearly

Before initiating the recruitment process, it is essential to understand the specific needs of your business.

• Assess current gaps: Identify areas where your team lacks skills or capacity.
• Forecast future needs: Consider upcoming projects or expansions that may require additional expertise.
• Determine role specifications: Clearly outline the responsibilities, required qualifications and desired experience for each position.

2. Craft compelling job descriptions

Your job postings should do more than list responsibilities; they should sell the opportunity. Including information about your company culture and benefits can significantly increase applicant interest. 

• Highlight company culture: Share insights into your workplace environment, values and team dynamics.
• Detail growth opportunities: Emphasise potential career progression and professional development.
• Be transparent about compensation: Clearly state salary ranges and benefits to set expectations.

3. Offer competitive compensation and benefits

While SMEs may not always match the salaries of larger corporations, offering a comprehensive benefits package can make a job role more attractive:

• Flexible work arrangements: Options like remote work or flexible hours can be highly appealing. Nearly three-quarters (74%) of organisations advertise at least some jobs as open to flexible working, and 54% as ‘open to location’. 
• Professional development: Invest in training, workshops or courses that enhance employee skills.
• Employee discounts, holiday purchase schemes and health & wellness programmes: Consider whether you can offer anything beyond the basics to make your role stand out to jobhunters. 

4. Leverage your employer brand

A strong employer brand can differentiate your business and attract candidates who align with your values.

• Maintain an active online presence: Regularly update your website and social media with company news, employee testimonials and achievements. 
• Encourage employee advocacy: Satisfied employees can be great recruiters if they share their positive experiences. Encourage them to leave positive reviews for your business on platforms like Glassdoor. 
• Engage with the community: Participate in local events or sponsor community initiatives to increase the visibility of your business. 

5. Utilise multiple recruitment channels

Diversify your recruitment strategies to reach a broader audience:

• Online job boards: Post openings on platforms like Indeed, LinkedIn or industry-specific sites.
• Employee referrals: Implement a referral programme to encourage current employees to recommend candidates. 
• Recruitment agencies: Partner with agencies that specialise in your industry for targeted searches. 

6. Give careful consideration to the application and interview process

A positive candidate experience can enhance your reputation and encourage top talent to join your team.

• Don’t overcomplicate the application process: A 10-page application form can deter applicants from applying for a role. 
• Prepare structured interviews: Use standardised questions to fairly assess all candidates. Don’t forget to assess candidates’ cultural fit and soft skills like communication and adaptability as well as their technical skills – they can be equally as important. 
• Provide timely feedback: Keep candidates informed about their application status. Delays will lose their interest. 
• Ensure a positive experience: Create a welcoming environment during interviews to leave a good impression. Reassure potential new hires that they will be supported in their new role with a comprehensive onboarding process so that they feel confident accepting a job offer.  

Further resources

Check out our Employer Resources page for more information on our support and resources for recruiting, retaining and nurturing your workforce for long term growth.

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