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10 Tips to Combat the Skills Shortage

The significant shortage of professional and trade skills has dominated headlines across Australia for the last eighteen months and is front of mind for organisations searching for quality staff.

Based on extensive national labour market research, the Department of Employment and Workplace Relation's "Skills in Demand List", released in March, paints a grim picture for employers Australia-wide although it presents a multitude of options for job-seekers, particularly in Queensland. Citing shortages and recruitment difficulties in professions spanning engineering, teaching, accountancy, nursing, health specialities, law, information and communication technology and the majority of trades, the list is a red flag for employers to prioritise recruitment and staff retention. So how do you protect your business from a staff shortage in the Sunshine State, as well as attracting, retaining and engaging people to ensure continued growth?

1. Offer an attractive package.
Flexible hours (work/life balance) are said to improve not only retention and recruitment, but also motivation, productivity and quality of work. Other benefits could include breakfast at the office, dinners with partners, life or health insurance and sports events.

2. Communicate expectations.
Satisfied employees know what is expected of them, changing expectations create stress and reduce morale.

3. Reward, recognise and appreciate.
Understandable raises, tied to accomplishments and reward and recognition programs offering a combination of financial and non-financial rewards raise motivation and help retain staff.

4. Offer training.
Staff demand tools, time and training necessary to do their job well - or they will move to an employer who provides them.

5. Utilise skill and talent.
Everyone is unique and wants to be valued, empower staff to contribute to areas outside of their specific job descriptions.

6. Implement performance management programs.
Regular appraisals are critical for open dialogue.

7. Provide career development.
The employees you want to retain seek ways to grow knowledge and skill. Do you offer experience supervising other employees? Coaching and training others? Managing projects? Chairing meetings?

8. Manage your management.
People join companies and leave people. The quality of supervision employees receive is critical to staff retention.

9. Listen to your staff.
Ensure people feed included and are authorised to make decisions. Soliciting ideas and listening to feedback engages staff with your business.

10. Know who you need.
Employ staff whose performance, values and motivators align with your company goals - retention starts with appropriate recruitment.

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