Many Registered Providers (RPs) are facing difficulties recruiting new staff and retaining existing employees.
The pandemic acted as a catalyst for huge changes in the way we work, and not just in the housing sector. Hybrid working is now here to stay and employee priorities have been reset. Today’s employees are more likely to look for flexibility, values and wellbeing when choosing a new job.
In addition, financial pressures on the sector mean that restructures and changes to terms and conditions aren't uncommon at the moment, and this can have an impact on staff morale and engagement.
Some also believe that reputational issues affecting the sector are also having a knock-on effect on attracting candidates.
So, what are some ways in which RPs can make themselves appealing to candidates and aid retention?
Consider your benefits offering and whether this needs revamping. Where budgets prevent substantive salary increases, can you emphasise what you can offer in terms of non-financial benefits and flexibility? Some employers are looking at offering more tailored benefit schemes that allow workers to choose how they spend their benefits entitlement. A more individualised approach may not end up costing more.
Prioritise ensuring you have a positive and inclusive culture. Authentic leadership and honest communication matters to employees, and in order to feel included and supported in the workplace it's important for employees to see themselves reflected in the organisation, at all levels. Initiatives such as mentoring, targeted training courses and positive action in recruitment, like adopting the Rooney Rule, can all help to establish a more diverse and inclusive environment. Show employees that you have a genuine commitment to their wellbeing.
Lastly, employees place a high value on ensuring that they have access to learning and development opportunities. We held a Trowers Tuesday session in May about empowering employees through learning and development in the workplace. When asked the question "Do you currently have a learning and development strategy in place in your business?" only 52% responded to say that they do. Having a considered learning and development strategy in place will help people grow their careers and feel fulfilled and valued at work, meaning you are more likely to retain them, and your commitment to employee development will be attractive to potential candidates. It may also enable you to upskill existing staff where you are struggling to recruit to certain roles.
