In a market where candidates are more likely to change jobs more frequently (the average millennial job-hops three times more than the previous generation), retaining the talent you’ve nurtured and invested in is more important than ever. Can you afford not to build a connected, valued team? Read on to hear our top 5 ways to invest in your team...

Pay them equally and pay them fairly

As we’re in International’s Women month, if you want to attract and retain the top talent (inclusive of all genders) then equal pay is a must. Not forgetting the bad PR/reputational damage not paying equally can have on a company, paying all employees fairly for a job well done is day one of showing your team how equally valuable they are to you as an employer. It’s also very important to pay a respective amount. Now all payments, whether to full time staff members or to an outsourced virtual assistant, need to be affordable; staff shouldn’t cost outwith your means, but it is important to pay fairly and appropriately for the job your team does. Accolades like the Living Wage Accreditation are great to have as a business because they demonstrate your commitment to your team and to fair working practices. 

Remote and flexible working

Remote working is definitely on the rise. Those in administrative and business support roles are becoming increasingly aware of the valuable work they do isn’t location-dependent. New technology makes meetings and communication the same, and offering your employees the option to work remotely can be a great goodwill gesture. They have a better work/life balance, spend less time stressing on a busy commute, and you in return feel the benefits of their lightened mood and increased positivity. If you’re looking to introduce or explore remote working options for your team, get in touch to hear about our consultancy services around virtual support set up. 


Staff perks can be a great way to reward and demonstrate gratitude for a hardworking team. Again, this needs to be affordable, and can range from anything from a few drinks at the local to a week’s holiday in your company villa (we’ll pack our suitcases now).  Offering free fruit in the office or bacon rolls on a Friday can be a nice way to give your team a little something extra to say thank you for their hard work. Perks demonstrate a long-term commitment to your team and to building a dedicated group, whereas treats can be a great way to show an individual or a department that it didn’t go unnoticed when they went above and beyond to deliver a project or meet a deadline. Both have their advantages and will show how valued your team really are, but it is a good idea to use sparingly. These should always be a little bit extra and always appreciated, never expected.

Reward performance, not hours logged

A good way to demonstrate to your team how valued they are is to reward high performance/special milestones. So, if a sales team member has hit and exceeded a sales target, or one of your admin assistants stayed late to finalise a key client pitch, things like that need noting. Celebrate all the little wins alongside the big wins, and don’t just promote or reward based on the time someone has spent in the office. Just because someone is last to leave, doesn’t mean they are the hardest working or the most dedicated. Results matter, so these are what should be paid attention to.


Culture in an office is crucial. Being part of an inclusive company culture makes staff members feel nurtured, invested in and valued. Having open lines of communication makes a real difference here, as every team member feels like they have a voice. Try introducing a company town hall or a group chat, to be used during working hours to share office news and other updates. If every team member feels like they are recognised and heard they feel the positive benefits. Likewise, if only senior leaders have a say and more junior members of staff are sitting in the ‘seen and not heard’ camp, they are much more likely to feel dissatisfied, neglected and ignored. When you get to that stage, you have a real issue retaining talent. If you have team members working virtually or remotely, these platforms can really help maintain a connected network, especially if you have international employees/offices. Culture is a crucial one to nail because it is completely scalable. Whether you have 2 employees or 2000, if you have a clear culture, brand and methods of communication, this filters up and down the company until your entire ecosystem recognises the connecting factors.