Retention Strategies
Hiring, onboarding, and training new employees is expensive. To avoid this added cost, companies may find that engaging and supporting their current employees helps to retain a productive and loyal workforce. While attrition is natural, companies must monitor employee satisfaction and deliver growth opportunities to retain employees that the company has already invested in developing.
A study conducted by HR Acuity in 2024 found that 37 percent of employees feel their employer lacks empathy, fairness, and authenticity. Over a third of the 2,000 surveyed employees said they don’t fully trust their employer to make equitable decisions. Without trust, a loyal relationship between employee and employer is hard to build.
To better understand the policies affecting employee retention and hiring, WorkLife surveyed 123 HR professionals who work in internal operations or talent acquisition. According to that survey, outside of salary compensation, policies that promote flexibility and predictability in the workplace have the most positive impact on employee retention. Employees look for autonomy around their everyday schedules with guaranteed benefits such as health insurance and personal time off.
Tere’s a common adage that people don’t leave bad jobs, they leave bad managers. Tat could be why having consistent meetings with managers has made its way up to a high position on the list of the most effective policies to help retain talented employees, according to WorkLife’s survey.
According to the HR experts interviewed for this report, managers who regularly check in with their team members will have a better understanding of the team members’ career paths and be better positioned to help develop those team members individually. Additionally, when growth opportunities open up on other teams within a company, managers who check in with their team members will be better able to advocate for their employees to relocate within the organization—rather than losing them to other companies. People who don’t feel supported by their managers when looking for a job internally find it easier to look externally.
Job hopping is on the rise, especially by younger professionals who aren’t afraid to seek roles elsewhere for better opportunities. Career growth is about building your skills and your experiences. WorkLife’s survey found that 28 percent of survey respondents selected lack of career growth opportunities as the most common reason employees leave their companies. Salary grievances came in second, with 25 percent of HR professionals saying dissatisfaction with compensation was the top reason employees resigned.
While exit interviews have traditionally been the sole source that helps companies understand why employees leave, annual employee satisfaction surveys are now a more common option to help companies identify potential problems before employees go elsewhere. Some have moved from a single annual survey to more frequent weekly or bi-weekly pulse surveys—a short questionnaire sent out regularly to gather feedback from employees. Check out the complete survey report at the link that
follows.WorkLife Research: A guide to the retention strategies that matter most to employees - WorkLife
The WorkLife Glossary
Te
WorkLife.News website has another resource that your editors have found interesting, the WorkLife glossary – workplace terms you need to know. It’s put together by the WorkLife Editors. Tey introduce the section like this: It’s official: we’ve broken the mold on traditional work structures. How, when, and where we work has changed— some would say irrevocably—over the past several years. And it’s still in flux. To make sense of all developments, a bunch of newfangled terms have edged their way into daily conversations.
Te section provides a breakout of some of the most well-used terms, and what they mean. Tis list is regularly updated. Just a few of their glossary of terms follow.
Bare Minimum Mondays: A trend that encourages workers to do the minimum required work on Monday.
Bedmin: Doing admin work in bed. Could be because you’re sick, or simply not understanding when to stop working. Or maybe you’re just having a bad hair day.
Boomerangs: A term referring to employees that leave a company only to return a few months later when they realize the grass isn’t greener.
Gaslighting: Causes the victim to question the validity of their own thoughts, perception of reality, or memories and typically leads to confusion, loss of confidence and self- esteem, uncertainty of one’s emotional or mental stability, and a dependency on the perpetrator. In the workplace, it is a form of emotional abuse that can occur between co- workers, both on the same level or from their bosses.
HENRY: Stands for “High Earners, Not Rich Yet,” and refers to anyone with a high income but low net worth. It is often used to refer to some millennials.
Quiet quitting: A recently coined term that refers to the push back on hustle culture and longstanding working norm of going above and beyond at work. Instead, a worker will fulfil the core requirements of a job, and stick to contracted hours to maintain their work-life balance.
TPI Turf News March/April 2025
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