Building Retention
Starting a new role is one thing, but enjoying and building a career there is something else entirely. Increasingly individuals stay with companies for a brief period of time before they move on to a new challenge. This can work well for some, but for many employees in the StartUp world, they would like to stay longer but find that they don’t have the opportunities or support available for them.
Causes of low retention
There are many reasons employees leave, but some in particular right true for time-poor, fast-growth StartUps:
Being overwhelmed – starting a new job can be daunting and if you’re new to the workplace this can be even more pronounced. The workload can be high but also varied and this also leads to a feeling of being overwhelmed if every task you’re given is a new experience.
Lack of recognition – when you’re working hard, learning new things each achievement is significant. In a fast-paced environment, this recognition can sometimes be lost.
Development opportunities – there is no better place to learn than a StartUp, but this isn’t always obvious. Training is often informal, so the benefits are not apparent to some graduates.
StartUp solutions
If these are the problems, the solutions should be designed to mitigate them. Investing in training is one of the most important strategies that StartUps can employ to help recent graduates. Providing a well-structured training programme can help new employees be more productive and complete work in the way that the company wants. This leads to a reduction in the feeling of being overwhelmed. If you know what is expected, it’s easier to go out and do it!
Recognition can be achieved in many different ways and can come from many different people. The first step towards feeling recognised is to have clear goals set for you. As employees, we all want to know what success looks like. The firmer the goals are set, the more likely it is that we’ll achieve them, and the easier it is for that success to be recognised and acknowledged. Recognition doesn’t just come from managers either. It can come from colleagues, clients or external mentors. In fact, the more the better!
Libra Careers
We believe in a model that revolves around recruiting, training and retaining the best graduate talent on behalf of our StartUp partners. In conversations that we regularly have with StartUps and graduates, we see that the problems and challenges they face are often different sides of the same coin.
We provide an expertly design training programme for our graduates, and allocate each a mentor that extends that learning process across the first 6 months of their role.
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