View all the latest job opportunities in the Philippines. Write a new chapter in your career with Robert Walters today.

See all jobs

Together, we’ll map out career-defining, life-changing pathways to achieve your career ambitions. Browse our range of services, advice, and resources.

Learn more

We understand that no two organisations are the same. Find out more about how we've customised our recruitment offerings to help clients across South East Asia meet their needs.

Read more
About Robert Walters Philippines

Since our establishment in 2016, our belief remains the same: Building strong relationships with people is vital in a successful partnership.

Learn more

Work for us

Our people are the difference. Hear stories from our people to learn more about a career at Robert Walters

Learn more

Retaining staff, avoiding talent shortages

In a job market that’s increasingly experiencing a shortage of suitably qualified candidates and with rising vacancy levels, it is more important than ever to ensure retention of your existing staff. With 72% of employers saying they have recently been affected by talent shortages, what can you do to keep your best people from leaving?

Based on our recent survey of 226 hiring managers combined with insights from our recruitment experts, here are some simple measures you can take to encourage your staff to stay with you.

Focus on upskilling 

A good way of counter-acting talent shortages is to focus on getting more out of your existing employees. Providing staff with opportunities for further training or the chance to take on new responsibilities, is a valuable retention strategy and can prevent the emergence of skills shortages if staff do leave. Most employees relish development opportunities so this can have the added effect of increasing loyalty amongst your staff.

Communication is key

It may sound simple, but something you can never do enough is to actually communicate with your staff. Ensure employees have regular catch-ups with management so that you are up to speed with any issues or concerns they may have about their role. You could also ask staff to take part in employee surveys. This can be a great way for people to air their grievances privately and for you as an employer to get a feel for the general mood in the office. Discovering issues that may be causing frustration amongst your team could be an important preventative measure towards retaining those who are on the cusp of making a move. 

Counter with more than just cash

What steps can you take to prevent a staff member from leaving who has been offered a position elsewhere? 65% of employers tell us that they have given counter offers of cash in order to retain staff. While it can be tempting to throw money at the situation, our research shows that 40% of professionals who were offered a cash only counter offer, go on to restart their job search within a year. Remember, staff who are thinking of leaving your organisation may be doing so for reasons other than remuneration. Offering additional benefits like flexi-time, clear career progression or more autonomy in their role can ensure that people stay with the company for longer.

All work and no play…

We’ve all heard of the types of perks staff receive at Silicon Valley’s large tech companies. Google has a dry cleaning service and an onsite gym. At Facebook you can enjoy free food all day and have your holiday snaps processed. While these perks may seem overly generous they are fast becoming the norm as companies compete for the best talent. If you’re not already doing so, consider introducing initiatives such as free breakfasts or subsidised gym memberships. In the long run, the return in terms of employee satisfaction and commitment will far outweigh the financial costs.

Hire when you need to

If you are losing staff it can be tempting to push more responsibility onto your existing people. Remember though, that there is a difference between upskilling, and pushing extra work on to your employees in order to bridge skills gaps. Again, communication is key and it’s important to identify which members of staff are happy to take on more responsibility. Forcing an increased workload onto those who don’t want it, can lead to further talent shortages, which could leave you struggling to fill client demands. If you need to fill a position, start looking as soon as possible - it can often take longer than anticipated to find the right fit for a role.

Looking to make new hires? We can help. Hiring managers can upload a job specification here.

For more information on employee retention and recruiting professionals, download our latest whitepaper in full ‘Recruiting professionals in a candidate short market’.

Share this article

Related content

Submit a Vacancy
Salary Survey
Hiring Advice
Get in touch

Find out more by contacting one of our specialist recruitment consultants

Related content

View all

Hiring in Human Resources: 2023 places spotlight on HR talent retention

2022 saw increased confidence and greater adaptation to living with the COVID-19 pandemic. As a result, it could be touted year of “The Great Resignation” as many companies struggled with employee resignations and hiring for replacement roles. This led to a demand for skilled professionals in recrui

Read More

How are employees in the Philippines changing their perspectives on 'work'?

Almost two years into the global COVID-19 pandemic, organisations and professionals have come to accept and adapt to different processes and work routines. From remote and hybrid work arrangements to video-based interviewing and discussions, to a greater awareness and push for mental health and over

Read More

5 reasons why employees resign - and how to stop them

The reasons why an employee wants to resign may be commonplace or obvious, like wanting to pursue other opportunities or feeling undervalued. But before an employee takes the plunge, employers are usually already aware. About 85% of employers in Asia claim they can tell when someone on their staff i

Read More

I'm Robert Walters Are you?

Come join our global team of creative thinkers, problem solvers and game changers. We offer accelerated career progression, a dynamic culture and expert training.