Your brokers might seem happy, but they might be thinking they can do better. Don't panic, here are five ways to retain them.
A talented broker joins your organisation. The broker immediately makes an impact, pulling in clients and lifting the morale of the team. The business’s culture and values do not live up to the broker’s expectations. The broker resigns and joins another brokerage.
Failing to live up to the workplace expectations set out in the recruitment process can have dire consequences for the employer, says Nick Deligiannis, MD of Hays in Australia and New Zealand.
Deligiannis says it’s paramount that the company’s reputation is based on reality “and that this reality is communicated clearly in the recruitment process”.
“Hollow words have the potential to undermine a business and its brand so it’s important that employees can identify with an organisation’s values and use them to guide their decision making,” says Deligiannis.
“Top executives also need to embody their values and ‘walk the talk’ if they are to attract and retain the best talent.”
Deligiannis believes that in this climate of limited talent, maintaining a strong culture and values is significant now more than ever.
“In a world characterised by increasingly acute skills shortages, companies that wish to retain their top talent need to ensure that their business values stay connected with their business behaviours,” he says.
A survey by Hays looked at why employees resign and accumulated the following findings:
Related:
Five signs your star broker is about to resign
What are the best ways to retain talented brokers? Share your thoughts below.
Failing to live up to the workplace expectations set out in the recruitment process can have dire consequences for the employer, says Nick Deligiannis, MD of Hays in Australia and New Zealand.
Deligiannis says it’s paramount that the company’s reputation is based on reality “and that this reality is communicated clearly in the recruitment process”.
“Hollow words have the potential to undermine a business and its brand so it’s important that employees can identify with an organisation’s values and use them to guide their decision making,” says Deligiannis.
“Top executives also need to embody their values and ‘walk the talk’ if they are to attract and retain the best talent.”
Deligiannis believes that in this climate of limited talent, maintaining a strong culture and values is significant now more than ever.
“In a world characterised by increasingly acute skills shortages, companies that wish to retain their top talent need to ensure that their business values stay connected with their business behaviours,” he says.
A survey by Hays looked at why employees resign and accumulated the following findings:
- 54% would leave if the organisation failed to deliver on its recruitment or marketing promises.
- 48% would leave if the whole organisation did not adhere to the stated culture or values.
- 38% would leave if there was a lack of ongoing development or modernisation of the organisation’s culture or values.
- 32% would leave if they were working in a department where colleagues did not adhere to company culture or values.
- 23% would leave if there was no opportunity to provide input into the organisation’s cultural development and values.
- Make realistic promises when hiring and follow them through.
- Clearly communicate to all brokers the company’s culture and values.
- Ensure all your brokers are adhering to the company’s culture and values. It just takes one to let the team down.
- Include your brokers in the decision making process of important company issues.
- Keep development ongoing and the organisation’s culture and values up to date.
Related:
Five signs your star broker is about to resign
What are the best ways to retain talented brokers? Share your thoughts below.
