In politics, as well as in any other successful organisation, the most important asset is your people—dedicated, hardworking staff. They are the ones working in front and behind the scenes, navigating complex issues, managing schedules, creating bullet-ins, and juggling personal and professional lives. The immense amount of pressure that they take on every day drastically affects their mental health. Despite their crucial role, political staff often find themselves underpaid and overworked. So, how can political leaders retain such invaluable talent? Here’s a comprehensive guide to maintaining your most essential assets.
Acknowledgement and appreciation: the foundations of good morale
Recognising your staff’s hard work and dedication is the first step in creating a positive work environment. A simple ‘thank you’ even in private, but also all forms of public acknowledgment can go a long way in boosting morale and making your staff feel valued. Authentic appreciation is crucial. Gone are the days when superficial perks substitute genuine recognition.
You might not have the budget and resources to offer the highest possible salaries on the market, but you certainly are able to provide opportunities for professional growth, flexibility, open communication, and a culture of kindness. Encourage a culture where appropriate and timely feedback is welcomed and acted upon. Staff should feel comfortable sharing their concerns, ideas, and aspirations. By listening and responding to their needs, you demonstrate that their well-being is a priority.
Career development: pathways for growth
Investing in staff development demonstrates a commitment to their career progression, boosting morale and retention. Offering training programs, workshops, and opportunities for advancement can be highly motivating. This is something that only takes commitment and dedication from your leaders, not necessarily immediate financial investment.
Develop personalised career plans with each staff member to align their aspirations with organisational goals. By investing in their long-term development, you not only retain talent but also cultivate future leaders within your organisation. Appointing your mid-management from “internally nurtured” talent from the start, as well as leading by example, means that once your organisational history allows it, even your top leaders are selected from within the people. It shows loyalty does pay off in your community and will motivate your staff.
Additionally, a free option is initiating mentorship programs where experienced staff can guide and support newer team members. This not only aids in skill development but also strengthens team cohesion. Encourage staff to explore different roles within the organisation and provide opportunities for advancement. And don’t forget to stick to those development plans that you create for your staff or it won’t seem sincere.
Work-life balance: essential for sustainability
Encourage staff to take breaks, use their vacation time, and prioritise self-care. Implementing flexible working arrangements, such as remote work options or flexible hours, can help accommodate personal commitments and reduce stress. Even though budgetary constraints are something that might limit your ability to provide higher salaries, you certainly are able to provide additional holidays or off-days, even promoting longer hiatus programs after a certain amount of time spent within the organisation (i.e. 5-10-15 years loyalty programs).
Leveraging internal resources: cost-effective and empowering
Utilise the expertise within your team for training and mentorship. This approach not only saves costs but also enhances the sense of community and self-reliance among staff, discouraging the demotivation that comes from hiring external people into high-paid positions.
Open dialogue: the key to personalised retention strategies
Don’t underestimate the power of dialogue. Regularly engage with your staff to understand their career aspirations, preferences, and feedback. This personalised approach shows you value their input and are committed to their satisfaction and career growth.
Use these strategies to raise retention
By implementing these strategies, political leaders can create an environment where staff feel genuinely appreciated, supported, and motivated to remain with the organisation. This not only ensures the retention of talent but also builds a robust foundation for achieving political goals effectively.
