Recruitment agency serving Milton Keynes, Northampton and the surrounding areas

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Six Ways to Keep Employees Happy and Motivated

No matter what sector your business is in, your employees' mind-set and happinessarean integral part of your company being a success. If your business is run by a happy, motivated team of people, they'll want to do well, successfully meet targets, progress and see the business develop. So, in order to ensure the effective running of your business, how should you keep employees happy and maintain motivation.

1. Give achievements genuine recognition

It can feel unrewarding to work hard and keep achieving goals without any recognition of these achievements so motivate your staff with regular rewards. 

This could mean giving a monthly bonus or pay rise, or setting up an 'employee of the month' scheme, which gives company-wide recognition and a physical or financial reward for winningthe accolade. It's all about saying thank you and actively praising employees for meeting milestones.

2. Offer a career

One of the best incentives you can offer is clear career progression. After all, one of the main reasons that good employees leave is because they run out of options or start to think there is no more room for progression in your company. 

Communicate withmembers of your teamand commit to helping them become even more brilliant at their job. Ask whether they would like extra training,or maybetime offfor conferences. Also be prepared for employees requesting career development moves. If you can give your employees something more than just the nine to five routine, you'll have a more loyal workforce, and the length of service from your employees will flourish.

3. Give your employees a voice

If your staff feel ignored, they will quickly lose motivation and become less productive within your workforce. Setting up clear channels of honest, genuine communication will not only make each member of the team feel like you're interested in their opinions but will also provide you with a useful way to stay in touch with them.  

Giving your employees a voice and taking on board their opinions willbenefit you as well, as you'llopen up a new stream of ideas, thoughts and questioning thatwill be useful when it comes to improving your business and updating your business plan.

4. Provide financial rewards

Most employees work efficiently when they know they are getting paid well. If they feel like they are underpaid for the work being done, they will usually leave. Therefore, it's important to regularly assess your salary levels to ensure your company is paying industry standards at minimum. 

Other benefits to consider include pre-paid childcare, sports memberships or a particular number of hours per week that can be worked from home.If you have a shared online platform for your employees, you could have a 'Highlights' page where you post about individuals' effective team work or strong organisation, for example, and each employee mentioned on the pagecould gointo a monetary prize draw at the end of the month.

5. Keep tabs on your employees'work/life balance

Remember that it should never be all work and no play. Another reason for employee attrition is when work overwhelms everything else in your employees' lives and the all-important work/life balance becomes thrown off or disappears altogether. Long hours and relentless schedules can worryingly result in employee burnout, which often means losing your best team members to a better-balanced workplace. 

There are smaller things that can be done, such as ensuringstaff take theirlunch break instead of working through it, but alsoconsider offering flexible working hours, too.

6. Give them more responsibility

Is your employee lazy or bored? If you find yourself questioning an employee's mind-set, it will often be the case that they're feeling unproductive or demotivated because their role is too easy. 

Don't under-use your staff! Hand over more responsibility wherever you can.If you're unsure what type of extra responsibility to give employees, ask what they're interested in, what else they'd like to learn and what they like to do outside of work. Maybe they could spend two hours per week in the company's marketing department, taking responsibility for some of theadvertising content? This would be sure-fire way of providing more responsibility and offering more room for personal and workplace development.

Put these six steps into action and you'll notice that your employees are happy and motivated. Running a company is all about maintaining productivity as well as thinking about each employee as an individual with their own aspirations. Career prospects, a reliable rewards system, genuine communication and giving credit will provide a firm basis for great working relationships. 

If you're a business looking for a recruitment agency in Northampton or Milton Keynes, contact Ascendant Recruitment today. Email or call 01908 200270 (Milton Keynes) / 01604 439380 (Northampton).

Why Should Businesses Use Recruitment Agencies?

In our previous post 'What value does a good agency add?' we considered the main reasons a business might team up with an agency to support their recruitment strategy. As we have discovered, there are numerous advantages to working with a good recruitment agency, including:

  • Access to highly-skilled candidates
  • Saves business time (and money)
  • Most agencies have an in-depth knowledge of sector/industry
  • Salary benchmarking (based on our market knowledge)
To complete the blog series, we spoke with our Managing Director Nick Peacock, to ask more specific questions on the subject. Nick established Ascendant Recruitment in 2003, and since then, it's grown to house a team of 15 highly-skilled consultants who work within a number of divisions including Office Support, Finance and Accounting, Human Resources, Warehousing and Sales and Marketing. Why should businesses use recruitment agencies? First and foremost, working with an efficient and reputable agency will save you time. It's a proven cost-effective method that will enable you (and your business) access to candidates that aren't advertising themselves on a job board. We often find that the best people for our roles are people who aren't necessarily looking for a new role, but will move if a great role is placed in front of them. How can clients identify a good, credible agency? Ask the agency about their processes. It's important you have a clear understanding of how the agency functions on the day-to-day. Do your research. Find out who their main clients are. If they work with influential companies or competitors, chances are they have highly-skilled candidates you could hire. You can also request references and testimonials - and check their social media to gauge how active and 'present' they are across various channels and platforms. Is it best to use an agency that's local to you? Not necessarily but we tend to become extensions of our clients' HR departments and like to be close. But ultimately this depends on how your own business functions and whether any of the roles can be done remotely (where the candidate works from home), or if they need to be in-house at all times. Some candidates are willing to travel for work, such as commuting into London, if the position is right. Ask the agency for examples of the type of roles they've filled that are similar to yours. How do agencies normally advertise roles? What are the most effective forms of advertising? In my experience, I've always found that word-of-mouth is the best. At Ascendant Recruitment, we try to utilise various forms of advertising, such as our own website, job boards and open events, and we are doing a lot more recruitment via Facebook now. Recently we hosted an 'after hours' event at an independent coffee shop, where our team of recruiters met with local candidates to discuss job opportunities. This was a nice way to meet candidates face-to-face in a comfortable and relaxed setting. How do agencies normally negotiate salaries with the client? Who pays what? Clients normally fix the salary but sometimes they look to us to guide them as we know the local market so well. The client pays a fee based on the permanent salary offered to the candidate.When we supply temporary candidates, we do so at a 'margin'. Do agencies offer industry insight? How does this benefit the client in the long-run? We have a wider view of the marketplace and can help you to put a solid recruitment strategy into place. We can pull our knowledge of the candidate and local market together to give you the best results possible and to advise you about what you can realistically achieve with your budget. We can tell you what our other clients have experienced and we can help to guide you to get the best possible results. We hope this blog series provided you with an insight into understanding the advantages of working with a recruiter. Whether you're a job-seeking candidate or a business looking to hire fresh talent, we wish you the best of luck with your search!