The great retention

Open this photo in gallery:

Employers across the world have been dealing with what has been coined the “great resignation” for months now. This ongoing trend of workers voluntarily leaving their jobs makes it challenging for employers to retain the talent they need to remain competitive in their respective markets. Such voluntary job departures are typically seen as a signpost of a tight labour market, one that encourages workers who are disenchanted to look for a better opportunity elsewhere with the knowledge that such offers exist.

The last two years have forever changed the way employees view and approach work, but one thing holds true: businesses that want to attract and retain the talent they need to move forward must understand the top priorities of their workforce. They must embrace new, flexible work models and cultivate a workforce that can design their own careers. In doing so, they will not only boost the motivation and engagement of their existing workers but will gain the attention of the brightest new recruits and take their success to new heights.

Throughout this period, we’ve seen the Best Workplaces in Canada remain resilient, adjusting to keep turnover low. The key to their success? Investing in a strong corporate culture and employee experience. They’re no longer focusing on human capital but rather on human experience, which reflects a shift in mindset and priorities. While each have taken their own unique approach, they’re championing company culture in the areas of well-being, active listening and continuous learning as the foundation for strong engagement.

Here is how the Best Workplaces in Canada create great workplace environments so their people want to stay.

1. Get to know employees as individuals

Listening to employees has always been important. For retention purposes, it’s paramount. Your people’s wants and needs are as unique as they are. Seek to understand each person’s goals and motivations as well as fears and potential obstacles to success. Set aside time for deeper conversations that address these issues and assure your people that they have a place in the organization for the long term.

2. Provide sufficient growth opportunities

Invest in your people by establishing career paths for a wide range of interests and motivations. Promoting from within and allowing people to build their skills and knowledge across the organization helps employees feel valued. In addition to formal training and education investment, think about everyday education opportunities and integrated learning. Stretch assignments, innovation initiatives and encouraging questions are ways to invest in employees on a daily basis and give them a powerful incentive to stay with the organization.

3. Engage in regular pulse-taking

Stay attuned to how employees are feeling. Just as the business environment changes rapidly, so too can satisfaction levels. Regular conversations with people are a great first line of defence against an undercurrent of dissatisfaction. However, these should be followed up with other mechanisms to understand what is going on within the culture. Surveys and quick polls can uncover patterns and trends through data analysis. Likewise, stay-interviews conducted by neutral parties may elicit more authentic responses versus one-on-one conversation. These types of activities can identify issues before they lead to turnover.

By focusing on employee retention, organizations can realize increased performance, higher motivation and improved outcomes. For more insights on your culture – and retention efforts specifically – Great Place to Work can give you the tools and data you need to understand your organization’s culture and guide you on the best actions to take to preserve what’s working and improve what isn’t.

Advertising feature produced by Randall Anthony Communications with Great Place To Work Canada. The Globe’s editorial department was not involved.