HomeInsightsBlogAre you retaining your most valuable employees?


Blog News // 24/05/2016

Are you retaining your most valuable employees?

Retaining your business talent

Research suggests that many of the UK’s sectors are finding it hard to fill vacancies due to a lack of technical skills, whilst on the other hand, some businesses are finding it hard to keep hold of their top talent.

In order to promote business growth and retain a competitive edge, staff retention must be a priority for businesses. Selecting a remuneration package that promotes loyalty, productivity and motivates staff is essential and below are some of the most pertinent options that business leaders should consider when constructing their firm’s offering.

Remuneration packages for retaining business talent

Share schemes

The most efficient workforces are often those that have been provided with comprehensive training, to ensure they have a strong skill set and are up to date with the latest developments in production techniques, leadership and technology. However, for training expenditure to represent a good investment, keeping staff with the company on a long-term basis is key – often the more skilled an employee is, the more sought after they will be by competitors.

One such way to promote long-term staff retention is through the introduction of EMI (Enterprise Management Incentive) share schemes. This initiative allows businesses to reward staff in a tax efficient manner, by gifting them or allowing them to purchase shares in the company. Not only is the eventual sale of these shares exempt from Income Tax, but the status of being a shareholder within the business promotes a sense of pride and ownership likely to encourage longevity.

The downside of EMI share schemes however, is that the shares themselves do not hold a tangible value until they are sold, and individuals often have to wait for years to see this financial gain realised. So this solution may be best incorporated with other, more short term measures.

Performance bonus schemes

It may prove sensible to share the financial success of the business with key employees on an annual or quarterly basis, many of whom are likely to hold knowledge and experience that is essential to the firm’s ongoing success. In order to implement a bonus scheme effectively, clear and objective KPIs must be agreed upon and the associated rewards clearly communicated with staff.

Business leaders must be sure to balance the performance of individuals with the performance of the business as a whole, to ensure that they do not pay out more in bonuses than the business has made in profit. In addition, promoting the right culture is essential, and managers must be sure not to encourage the wrong behaviours but to emphasise the importance of team cohesion and group success rather than rewarding individual performance in isolation.

Lifestyle perks

Often the simplest employee benefits are the most sought after. Aside from the usual cycle to work schemes and childcare vouchers, offering staff flexible working patterns can prove to be a huge carrot and drastically increase length of service, especially for those with families. These types of benefits may be extremely difficult or awkward to negotiate elsewhere and are a great tool in promoting loyalty.

While flexible shift patterns may not be suitable for all manufacturing roles, especially those on the production line, this can be interchanged with the ability to buy and sell holiday days as well as company-wide late starts or early finishes as a reward for increased productivity.

Employee ownership schemes

The average business life-cycle is shortening, and many entrepreneurial manufacturers are thinking about their exit strategy earlier on in the day. To retain key members of the leadership team and to cement their commitment to growing the business before its eventual sale, it may be possible to agree upon a management buy-out (MBO) or the adoption of an employee ownership model once the business owner is ready to leave.

This will act to encourage employees to engage with the long-term goals of the organisation and protect the business’ working culture. In addition, the promise of greater control or partial ownership is likely to increase staff retention, productivity and motivation, as well as paving the way for a smooth exit for the current owner.

For further information on how to retain your best talent, please contact Ed Hussey, director of HR services at ehussey@menzies.co.uk

Print Friendly, PDF & Email

  • management buy-out of leading skincare and beauty distributor

    Our corporate finance team has advised Ken and Maggie Lamacraft on the sale of international skincare and beauty product distributor Ken Lamacraft Marketing LTD (KLM) to the Management team of Fiona Peerless and Kevin Gambrill for an undisclosed sum. KLM is responsible for distributing the popular skincare brand Australian Bodycare in the UK and various […]

    Print Friendly, PDF & Email
  • Making Tax Digital – What you need to know about the Government Gateway

    Simon Armstrong – MTD Systems Expert So, you’ve got your head around HMRC’s Making Tax Digital (MTD) requirements and have a compliant software solution in place, but how, and when do you inform HMRC that you are MTD-ready? Digital Account? Business Tax Account? Government Gateway? Let’s make sense of it all… The MTD sign-up process […]

    Print Friendly, PDF & Email
  • VAT Flat Rate Scheme and buy to let property ownership

    Many self-employed consultants take advantage of the Flat Rate Scheme for VAT accounting as a way to reduce the level of administration work required. Whilst the record keeping may be more straightforward, care should be taken in choosing to use the Flat Rate Scheme if the individual has other sources of income. VAT returns for […]

    Print Friendly, PDF & Email