Workplace insights
Keep the people you hire.
Practical guidance on hybrid work, onboarding and retention for managers and HR teams.
Hybrid work
Making hybrid work for your team
- Decide what the office is for: collaboration, onboarding, client work or focus. Then plan office days around that purpose.
- Use anchor days so the people who need to work together are in on the same days.
- Write things down. Decisions, priorities and progress should be visible to everyone, wherever they work.
- Watch for fairness. Make sure remote colleagues get the same opportunities, information and recognition.
Onboarding
From offer to fully productive
- Before day one
Keep in touch through the notice period. Share team information, and have equipment and access ready.
- Week one
A clear plan, a named buddy, and early meetings with key colleagues.
- First 30 days
Agree priorities and success measures. Hold a weekly check-in.
- Day 90 review
Review progress both ways: what's working for the new hire, and for you.
Retention
Why good people leave, and what helps
Their manager
Train managers to hold regular one-to-ones, give feedback and discuss development.
No visible growth
Show what the next step looks like and what it takes to get there.
Pay falling behind
Benchmark key roles every year so you can act before people start looking.
Unclear expectations
Agree goals and how success is measured, and revisit them as priorities change.
Workload and flexibility
Monitor workload and keep the agreed working pattern consistent.
Counter-offers elsewhere
Stay in contact with new hires through their notice period, and keep your process moving quickly.
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