The Secret to Staff Retention: A Decade at a Recruitment Company

4 mins read
Employer culture Employee engagement employment market retention

In an era where fleeting job stints and rapid transitions seems to be the norm, finding and retaining talented staff has become increasingly challenging. After working with Madison for a decade, I’ve grown a unique perspective regarding the flow of employee turnover. In this blog, I’ll share some insights into staff retention and share my experiences that have kept me engaged and committed to my job.


Workplace culture tops the list

A positive work culture is the foundation of staff retention. One of my former managers always said, “culture is king!”. When employees feel valued, supported, and respected, they are more likely to remain engaged with the business. At Madison, embracing a culture of open communication, collaboration, and recognition has been key in creating a sense of belonging and teamwork. Team-building exercises, employee initiatives, and transparent communication channels have made me feel connected to my colleagues and highly motivated to contribute to the success of our business. It can be as simple as scheduling regular one-on-ones to receive feedback, encouraging cross-departmental projects, or even implementing a recognition program to acknowledge outstanding contributions.


Opportunities for growth and development

A lack of progression, training and development opportunities is a leading cause of employee dissatisfaction (as seen in this year’s Employment Market Report). To retain this talent, organisations must provide opportunities for growth. Madison encourages continuous learning through avenues such as training and mentorship programs. These opportunities have not only expanded my personal and professional skill set but also demonstrated that Madison invests in its employees, creating a sense of loyalty and commitment. So, whether you’re hiring a new team member or reviewing internal structures, be sure to outline well-defined career pathways and highlight unique development opportunities within your team or across the organisation.


Flexibility and work-life balance

In today’s fast-paced world, achieving a healthy work-life balance is vital for employee engagement. Recognising this, our business has embraced flexible working arrangements – like remote working, flexible hours, and extra leave – that prioritise employee wellbeing. This approach allows us to manage personal commitments and maintain a healthy work-life balance. By introducing adaptable work structures, you can empower your team to cultivate a work-life balance that boosts their wellbeing and productivity.


Transparent career progression paths

Employees want to know that their hard work and dedication will be recognised. When employees have a well-defined route to advance within an organisation, they’re not just working; they’re on a journey towards personal and professional fulfilment. Defined career progression plans provide employees with a sense of direction and purpose, encouraging them to stay engaged. Having a goal to strive towards, whether it be a promotion, a new skill, or milestone, helps to erase ambiguity and replace it with purpose. Recruitment can have a flat company structure, but Madison has found a way to have a defined career progression framework that outlines the skills and experience required to advance. Regular performance reviews and feedback sessions help align individual targets with organisational goals, ensuring that employees feel motivated to contribute.


Encouraging work-life integration

The traditional boundary between work and personal life is blurring, and organisations need to adapt to this change. Madison not only values work-life balance but also encourages work-life integration through initiatives like flexible hours, employee assistance programs (EAP), and a multitude of engaging social events. Creating a culture that respects this balance has significantly contributed to my long-term commitment to Madison.


Final advice

Staff retention is a big challenge faced by organisations today, but it’s not insurmountable. Based on my experience, I’ve learned that creating a positive work culture, providing opportunities, offering flexibility, career progression, and supporting work-life balance are key factors in retaining talent. By embracing these aspects, organisations can create an environment where employees are motivated and engaged. As I reflect on my decade-long journey, I am immensely grateful for the opportunities and support that have made my time at Madison fulfilling and rewarding. If you’re looking to hire top talent for your team, please get in touch.

Luke Horton
Central Regional Manager

A bit about me Prior to joining Madison, I have had several years’ experience running busy trades desks in NZ and the UK. I joined Madison on a recommendation and have never looked…

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