in Singapore, there are ten strategies which you must follow.
1) Keep them engaged
According to the 2016 Hays Asia Salary Guide
, 36% of employees say that seeking new challenges is one of the main reasons for switching jobs, Roeder said.
“To fully maximise your employees’ potential, reach out to them regularly to keep them challenged and engaged. A new project, staff rotation, or simply working with new stakeholders will go a long way to keeping them interested in the job.”
2) Share sight of the bigger picture
It is also important for HR to empower staff with regular updates on what is going on within the business, she said.
“Monthly town halls, regular training, and active internal communications are crucial in helping employees understand what the business wants to achieve and how they can contribute to its overall success.”
3) Open lines of communication
An unhappy employee can put any company’s reputation at stake, Roeder warned, especially considering how quickly negative comments can spread.
“It is important to keep channels of communication open at all times between both parties. Employers should respond to any feedback, both good and bad, in a timely and professional manner.”
4) Ensure your staff has work-life balance
In today’s modern workplaces, work-life balance is becoming increasingly important especially for those juggling family commitments, she said.
“Flexi-working hours or work-from-home policies are excellent options to retain and keep employees happy and balanced.”
5) Encourage professionalism
While people naturally develop relationships at work over time, Roeder stressed the need to keep everything strictly professional.
“By keeping clear boundaries, you guarantee all business decisions and performance evaluations are made in a timely and objective manner.”
6) Embrace boomerang employees
It is human nature to think the grass is greener on the other side and so employers should be more forgiving with staff returning to them, Roeder said.
“In a talent short market such as Singapore, these employees have the right experience and skills to hit the ground running, and are often more loyal having chosen to return.”
7) Ensure staff skills are up-to-date
The key to having a competitive workforce is talent development and training, she said. These are also highly valued by employees on both a personal and professional level.
“Invest in your staff and they will in turn produce more efficient and effective work.”
8) Trust your workers
By learning to trust your employees and the quality of their feedback, businesses gain a crucial tool.
“Their instincts are honed by experience and deep understanding of the business and may be more valuable than cold hard statistics,” Roeder said.
9) Establish clear goals
Most employees want to make an impact at work, she stressed, so it is up to HR to help employees understand and prioritise what is important to the business.
“Establish clear objectives and KPIs for staff to empower them to bring value to the company, and in turn increase motivation and satisfaction in the workplace.”
10) Instil confidence
Confidence, while essential to the success of your staff and the company, is only built on experience and career achievements.
“Give your employees credit where due and acknowledge their contributions within the organisation whenever possible to foster a positive work environment,” she said.
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As HR, how can you help your staff reach their best potential? According to Lynne Roeder, managing director of