Let’s face it. No one likes turnover. Its costs are measured not just in dollars but also in loss of knowledge and company morale. With the struggle to find quality talent an ever-looming reality, HR teams are turning to retention strategies to keep their workforces strong. But when it comes to keeping people in place longer, where’s the best place to start? Luckily, there are simple, actionable recommendations every HR professional can take advantage of. Here are 5 easy ways to improve employee retention and create a work environment where your team feels valued, supported, and ready to stick around for the long haul.
5 tips to improve your company’s retention rates
- Change how you hire
This might seem like a no brainer but if you want to keep your best talent in place, you need to carefully select who enters the organization in the first place. Fast hires or “let’s give it a go” offers don’t always pan out the way we hope they will. Instead of throwing offers out there just to get people in seats, slow down and think about who is likely to succeed in a role and what they’ll need to thrive. For example, if a candidate doesn’t have the perfect skill set but they’d be a great culture fit for the team, do you have the time and resources to upskill them in the areas they need? Or will the personable hire eventually be a drain on a team, rather than a support?
Start your next search by articulating a benchmark or profile of who your ideal hire will be. Then let that profile guide your efforts as you look for candidates who are a close match. The McQuaig Job Survey can help build your ideal benchmark so you start your efforts on the right footing. Once you narrow your pool of candidates, use strategies like psychometric assessments to assess temperament and potential, structured interviews to fairly compare candidates, and responsive communication to ensure a positive candidate experience. When you change your hiring approach, you can build a stronger workforce right from day one.
Read more: Shake up your onboarding about with these tips
- Add a personal touch to onboarding
Everyone has experienced what the first day on the job is like. Usually, it’s a little chaotic and unsettling as you try to find your footing in a new environment. Did you know that only 29% of employees report feeling well prepared and ready to work after their onboarding experience? That is a shockingly low percentage given that we know poor onboarding can lead to early turnover. So next time you hire, what can you do differently when you reach the onboarding stage?
First of all, have a plan. Think about all the areas a new hire needs to be brought up to speed on from company policies to current team projects. Then schedule onboarding sessions over the first few weeks after a new hire lands in a role. Odds are they won’t remember everything they learn in week 1 which is why you want to structure support over time. Then once you have a plan that won’t overwhelm your employee, think about learning style. How can you best instruct your new hire so they retain what they learn? Assessments like the McQuaig Word Survey can be very useful here as they highlight how employees like to work, learn, and be managed. Once you have that information, treat your new hire they way they want to be treated and watch them find their feet more quickly.
- Provide opportunities for growth and development
If you want to keep employees engaged and excited about their work, you need to invest in their growth. When employees feel like they’re learning and advancing in their careers, they’re much more likely to stay with your organization. And this doesn’t necessarily mean promoting everyone to a leadership position—it’s about creating opportunities for continuous learning and professional development.
Here are some simple ways to foster growth:
- Offer learning and development programs: Provide access to online courses, workshops, or in-house training sessions that allow employees to build new skills or enhance existing ones.
- Encourage mentorship: Pair employees with mentors or coaches who can help guide their career development and offer personalized advice.
- Create clear career paths: Communicate openly about potential advancement opportunities and show employees that you’re invested in their long-term career success.
When you provide employees with the tools and opportunities to grow, they’re more likely to feel fulfilled and less likely to look for opportunities elsewhere.
Read more: Keep your best people in place with these 10 tips to decrease turnover
- Foster a positive company culture
People want to work in an environment that feels good and keeps them engaged. It’s not a very surprising truth. But what is surprising is that across the world, Gallup estimates that disengagement costs companies $8.8 trillion annually. That is a huge amount of money being wasted with poor cultures, low morale teams, and bored employees. So how can you do things differently?
A positive company culture can go a long way toward improving retention by making employees feel connected to their work and the organization. When people feel like they’re part of something meaningful, they’re more likely to stick around. To build this culture, try creating a sense of belonging by encouraging team-building activities, offering company events, and holding regular check-ins to foster a sense of community and inclusivity.
You might also want to think about how contributions are rewarded or recognized. Whether it’s a simple “thank you” or a formal reward like a bonus, employees like to feel valued. They also like working in environments that prioritize open communication. If you can create a space where employees feel safe enough to share their ideas, feedback, and concerns without reprisal then you’ll see a boost in the positivity of your workplace. At the end of the day, by focusing on building a culture that emphasizes teamwork, respect, and inclusivity, you’ll create a workplace people want to stay in.
- Prioritize employee well-being
It’s no secret that happy employees are worth their weight in gold. But employee well-being goes far beyond providing a paycheck and basic benefits—it’s about creating a workplace where employees feel genuinely supported in both their personal and professional lives.
Well-being can encompass physical, mental, and emotional health, and taking proactive steps to foster a culture of wellness can make a huge difference.
Here’s where you can start:
- Offer mental health resources: Provide access to counselling services, mental health days, or wellness apps that promote mindfulness and stress relief.
- Encourage work-life balance: Promote flexible working hours, remote work options, and time off policies that help employees maintain a healthy balance between their work and personal lives.
- Be a supportive leader: Actively listen to employee concerns, offer regular feedback, and encourage open communication between managers and teams.
By making well-being a priority, you'll help reduce burnout, boost morale, and ultimately retain happier, healthier employees.
Stop that revolving door of turnover
Employee retention doesn’t have to be an overwhelming challenge. By focusing on hiring, onboarding, opportunities for growth, company culture, and wellness, HR teams can create a workplace that employees want to be a part of. While some turnover is inevitable, implementing these five strategies will go a long way toward building a more stable, engaged, and committed workforce.
At the end of the day, it’s all about showing employees that they matter. When people feel valued they stick around for the long haul—and that’s a win for everyone.