7 Employee Retention Strategies to Prevent “The Great Resignation”

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Smriti Rajan
Smriti Rajan comes from a political science and literature background, having an immense passion for writing across varied topics. She has written several articles and blogs for diverse audiences worldwide. She has produced several research publications, policy frameworks, and opinion pieces for think tanks, government institutions and corporates. Alongside this, she writes for a large Fortune 500 clientele and is a key contributing writer for Wikistrat on their EMEA desk. Currently, she resides in India.

Replacing employees is expensive, plain, and simple. For organizations dealing with a changing workforce and labor shortages, employee retention has become a crucial factor. The impacts of the global health crisis on the workplace are still being felt today in a variety of ways. Employees may be going into the office less frequently and dealing with new issues in a hybrid setting, which is a huge change. 

Employee retention relies on a combination of factors, including flexible work arrangements, benefits, professional development opportunities, advancement opportunities, company culture, and more. Here is a list of 7 effective employee retention strategies that will help you re-engage and keep your top performers. 

1. Understand why employees are leaving and plan a retention strategy

When it comes to retention, the details matter. Identify what are the reasons and patterns behind employees leaving the organization. Exit interviews, open discussions, and honest feedback with current employees will yield this kind of information. Furthermore, businesses must be proactive in their efforts to retain top talent. By keeping an eye on the warning signals of turnover, engagement surveys help businesses gauge employee discontent and prevent it.

2. Create flexible work arrangements for your employees

Business leaders should encourage flexible work schedules and remote working. In the past, having flexible work arrangements meant being able to work from home occasionally or working shifts to accommodate demands like daycare scheduling. Employees may be working at the office, from home, or a combination of the two nowadays in the setting of a primarily hybrid workforce. Workplace arrangements may change from week to week as a result of quickly evolving health environments. 

A culture that embraces truly flexible work arrangements needs the right systems in place to ensure those arrangements are successful. This employee retention strategy will improve your recruitment efforts since flexible work arrangements allow you to access a new pool of highly qualified candidates.

3. Promote greater company initiatives

It is not surprising that employee disengagement and attrition are on the rise given that 93 percent of workers are unable to connect their daily tasks to company goals. Employees lose motivation and productivity when they can’t understand how their work affects the company. Try reimagining your goal-setting process to help workers feel more connected to their sense of purpose.

4. Offer professional development opportunities

94% of employees surveyed by LinkedIn for its annual Workplace Learning Report said they would stay at a company longer if it invested in their professional development. To upgrade the skills of their current employees, it is crucial to provide internal training possibilities. 2022 holds the potential for significant innovation, from new tools and industry opportunities to emerging trends. Businesses that give their employees opportunities for professional development and improvement can improve employee happiness and retention. Businesses will promote upskilling, reverse mentoring programs, and digital learning in the future as strategies to support employees’ growth and promote a development-oriented culture.

5. Create career advancement opportunities

Good employees aspire to grow professionally. The possibility of promotions and the opportunity to take on a more difficult job serve as their motivators. Long-term employees in the same positions have a higher likelihood of leaving a company. 

In fact, the likelihood that a person will leave their job rises by 1% for every additional 10 months that they remain in it. Employees can climb the promotion ladder as they develop their talents and demonstrate their efficacy. By doing this, you may retain top personnel, get them ready to coach others, and get access to their knowledge.

6. Recognize and praise your employees often

To increase recognition-driven engagement, try enhancing your recognition and rewards program. Investing in tools like employee recognition software can help foster a real-time positive feedback culture where employees feel valued for wins both big and small.

7. Foster a culture of DE&I

Diversity, equity and inclusion (DE&I) are cornerstones of the culture today’s employees want to be part of. The Washington Post reports that 76% of job searchers evaluate diversity when they’re considering organizations and job offers. Today’s top talent want to work with organizations that value DE&I and make it a priority in the workplace daily. Hence, investing in a culture of diversity can also help to improve the individual employee experience, which has a positive impact on employee retention.  

It’s time to implement employee retention strategies 

Understanding what top job candidates seeking new opportunities want, and what will keep star employees happy with your offerings, can help you win over the talent you need. What incentives employees want and desire, as well as what you must provide to promote employee retention, have evolved. You may gain a significant edge in maintaining and attracting important people by updating your approach and investing in supporting systems. 

ALSO READ: Role of Leadership in Driving AI Initiatives for Organizational Transformation

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