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Summertime and Retention Protection

9th Jul 2018
Employee Engagement, Human Resources, Leadership, Recruitment

What’s more infectious than a common cold in the workplace?

What’s likely to set the jungle-drums of workplace gossip on fire more so than when the guy from sales disappeared with the woman from finance at the Christmas party?


A plague of summertime resignations.

Okay, it’s not necessarily the case that scores of staff will go handing in their notice during the summer period, but as it’s likely to be the longest period of leave in any calendar year, you can be sure it does make employees reflect a little on what they ‘really value’ out of their professional choice.

It stands to reason that, while we’re taking ‘downtime’ we often have the head-space to look more at what our work means to us, and, more importantly, on how it fits with our ability to be a happy and healthy individual outside of work.

If we find we’re so disconnected from our families and stressed out by the time we take a summer holiday with them, we might wonder what it is about our daily work lives that just ‘isn’t computing’.

At MAD, we hear from businesses all throughout the year about lots of different challenges and resignations from key team members also feature (perhaps because one employee may start to consider their own contentment in the light of another deciding to go).  We have noticed that we tend to see a flurry of activity of new clients in the immediate aftermath of the sunny holidays with this particular problem in mind.

Of course, that’s not to say it should be a fear on the mind of any employer, but it might be a perfect opportunity for us to remind the business world (and company bosses no matter what the scale of their enterprise) of some invaluable tips around retention and peak performance.

Our view is that retaining good staff is ALWAYS a whole lot better for everyone, than having to start the recruitment bandwagon when the clock is ticking.

Here’s some pointers to consider:


It sounds obvious, but as an employer, it’s imperative that there’s a system in place that you or someone assigned to do so, is regularly communicating with employees about their challenges, the industry obstacles, and anything pertinent that’s happening within the business.

People hate playing guessing games around what the company’s wider vision might be, so this can cause fear and anxiety if there’s not a regular process around internal communication.


It’s not JUST about money.

Yes, staff want to be able to pay their bills, but they also want to know where they sit in the company and whether their worth and work is valued.

The simplest retention tool around this is feedback. There’s never an excuse for continually avoiding appraisals. They’re vital. We can help you introduce those if they’re not currently part of your framework.


Do your staff know what the scope and opportunity is within the business? Are they trekking the same path with you, and do they know what potential new posts and projects there are for them within that.

Hierarchy is useful, but some can feel particularly stifled if it doesn’t feel agile enough to allow them to develop and expand their potential.


We’re talking way more than merely about a frustration with the photocopier here. Research suggests that employees quickly get frustrated if they feel their own business is behind the tech curve, compared to other competitor businesses.

It applies not only for the ‘tech tools’ you’re using in your industry, but for the tools you give them in their role. Are you enabling staff to work in an agile manner and respected them to work remotely because they have the kit and potential to do so? Small features like this in a job role can really help with retention.


Do your staff feel connected – to the culture of the business, and to one another?

We all know mental health is being talked about more these days, as is isolation.

There’s every reason to explore how well your company handles the way it ensures collaborative working and team mentality.

Ensure you spot the early warning signs if someone is feeling excluded in any way. Far better to preserve that person’s health and enthusiasm than to see them leave because they feel isolated.

IF you have concerns about retention and performance management within your business, and want to talk to us confidentially about how HR consultancy might help, please get in touch by emailing  or calling us direct on 01473 360160.


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Christopher Durand
Christopher Durand
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We have used MAD-HR a number of times and I have been very impressed by their knowledge and expertise, which is invaluable for us a small and growing business. All the work they have done for us, and this includes not just contracts and handbooks etc, but also training to make us a better more thoughtful team, I regard as a sound business and personal investment. We intend to make this an on-going relationship to help us develop as a more
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Aisleen Marley
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Carole immediately grasped my situation and quickly set about creating the perfect document to help drive my business forward. She has a wealth of experience that she was able to apply to my current and future business goals in order to come up with the goods! The process itself was extremely straightforward with a clear system for booking in a call with Carole, where she then talked me through my options. Thoroughly more
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Rachael Martin
19:40 03 Jul 17
Carol offers outstanding support and advice to ensure you are meeting legal requirements. Her toolkit is a very worthwhile investment as it ensures your documentation is up to scratch and you have all that you need in place! Highly recommended - outstanding more
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ClarkeCare Ltd
14:03 22 Jun 17
I recently attended a Suffolk Brokerage Registered managers meeting and the very lovely Charlotte from MAR HR was there to give a presentation. Charlotte was fantastic and delivered a great presentation. Her knowledge around all things HR where clearly evident and she answered some tricky questions really well, giving clear, helpful advice. I would highly recommend anyone thinking of gaining support for their business to speak to Charlotte. I know we at ClarkeCare will be engaging their services in the near future. Thank you Charlotte :-)read more
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Hana Dickinson
10:36 26 Jul 16
I love working with Carole and the team at MAD-HR. They are so knowledgeable and responsive. I feel really confident that my HR (and therefore my business) is in safe hands. We've had a few issues that we've needed help with and Carole has been right there, with great advice and useful resources (via the Online HR Toolkit) that have made my life so much easier and my blood-pressure so much lower. Thanks Carole and team. You rock!read more
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