It’s a funny world we live in right now.

Lettuce is exorbitant. Avos are cheap. No one wants to work.

What figures??

How to find good staff (and keep them!)

The heart and soul of every business are its people. I’ve been in this game a long time now and I can 100 per cent, cross my heart swear by it.

If you can find and recruit good people, then half your job is done. Perhaps even three-quarters done.

Good people can learn.

Good people can grow.

Good people can lift your business from good to great.

So where do you find such hidden magical beings?

For those who are scouting for new employees at the moment, they may be harder to find than panadol, lemsip and tissues.

Whether they are hiding under their Oodies to escape the cold, we are not sure.

But do not despair. They are out there.

You might just have to hunt a little harder to find them.

My 3 top tips for finding good staff

  1. Use your networks

    Referrals are often the best way of finding good staff. Put it out there to all your networks that you are looking for new staff.

  2. Throw the net wide

    Use all the apps and online platforms available to you – Seek, LinkedIn, your Facebook page and community/business groups – go wide.

  3. Don’t compromise

    Even though it may take a little longer to find your new team member, do not settle. Yes, we sound like your Mum when you first started dating – the right one will come along.

So let’s fast forward now to once you have employed your magical worker bee, they are all settled in and working out nicely.

How do you keep good staff?

We all know the cost of training new staff far outweighs the cost of retaining them.

The average cost of training a new employee is $1, 252 plus your hours of training time.

Couldn’t that money be better spent on incentivising and rewarding your well-performing staff?

The answer is yes.

My top 4 ways to retain good staff

  1. Training and Professional Development

    Trust Accounting is a unique role. Some staff may have fallen into the position from another within a previous agency, or they may be fully qualified. Implementing training and professional development opportunities important to ensure your Trust Accountant is performing at their peak and comfortable in their duties.

    Legislation is constantly changing so allow sufficient time to update your staff. Whether it be time for reading or attending a conference or professional development event.

  2. Team bonding and inclusion

    We all work better as part of a team. That includes your Trust Accountant. Trust Accounting can be lonely as it can often be a solo job in an Agency. Don;t leave your Trust Accountant holed up in their office day to day. Get them out and let them revel in the sunshine with the rest of the team. Without them, everything would fall apart!

  3. Incentivise and reward!

    Who doesn’t love a reward?

    Secretly we all love it. And why shouldn’t you?

    Reward hard work. Praise when goals are met and KPIs are smashed. Ring a bell. Throw a morning tea. Give an early mark. Whatever the case may be, implement incentives and follow through with them.

    You’d be surprised at what an impact they can make.

  4. Appreciate and compensate

    Rewards are great. But money speaks louder than cake.

    Costs of living are out of control. Now we are not saying to bleed your business dry to pay your staff, but compensate adequately and fairly. Setting KPIs and compensating when they are met is a clear and simple way to keep good staff.

So, we hope this helps you to wade through the journey that is employing staff. It’s a tough one. Yet when you hit the jackpot, you’ll find it was well worth the effort.

Jane Morgan is the Director of End of Month Angels, a consultancy firm specialising in Trust Accounting. Jane knows the legislative requirements of running a successful Real Estate office through her 25 years’ industry experience. Don’t trust just anyone with your trust accounting. Book an appointment with an End of Month Angel today.