You've hired and trained your staff. Now comes the hard part: keeping them engaged and productive.

This guide will provide best practices for maintaining a consistent, motivated staff. 

Why retention matters

High retention means less time recruiting and more time supporting your current team. Recruitment takes a lot of time and effort, and the more time you spend looking for someone new, the less attention you give to the staff you have now. 

Every new hire requires training, which diverts attention from ongoing projects.

How training supports retention

Data shows that organizations with a comprehensive onboarding process see improved new-hire retention. Building a structured training program for students will improve their confidence and engagement in their role. 

‍[Read our guide to staff training]

Day-to-day management

Being a part of student media is all about fostering community and investing in students’ career development. Here are some ways to foster an environment where students feel appreciated and aligned with your organization.

Establish clear and realistic expectations. It’s crucial to fully understand the roles and responsibilities of each role in your organization, and to communicate those expectations clearly to everyone. Unclear expectations can lead to confusion, frustration, and resentment. 

Meet regularly with your team. Both individually and in groups, team meetings increase collaboration and conversation — but they also help people feel connected. The journalism a student media organization produces is valuable, but so is the opportunity for social interaction. People who don’t feel connected to the organization and its mission are less likely to stick around.

Be flexible. A little more flexibility is needed when working with your fellow students. Flexibility in scheduling and deadlines can help make it easier for people to stick around, especially for more involved students or students with highly demanding class schedules.

Recognize their work publicly and often. Calling out good work is important. It doesn’t need to be loud or elaborate. A simple “Hey Mark, really great job on that last photo story!” can go a long way. Consider adding a “Kudos” channel to your Slack or group chat, or dedicate a few minutes to each team meeting to shout out good work.

Measure and improve

Once you get back around in the cycle and start thinking about the next set of staff members (because students leave eventually), close things out with your current folks.

Conduct exit interviews. Exit interviews are great because there’s no pressure on the student to sugarcoat their experience. Ask what did or didn’t go well, what’s something they wish they knew on day one, and what advice would they give to the next person? 

Get regular feedback. Throughout the term, during check-in meetings, note any tasks or procedures that added friction or were unclear. 

Review the onboarding process. As the organization grows and evolves, so should its training. At the end of the term or academic year, review any training materials, policies, or notes from staff that can be updated for next time. 

Final thoughts

Student media isn’t just about producing content. At its core, it’s about investing in the careers and futures of students who will carry the industry forward. The time you invest in fostering a transparent, flexible, and understanding working and learning environment will be reflected in your team. 

Student turnover is inevitable, but it doesn’t need to be continuous if you are proactive and open to feedback and improvement.