Employee Retention During the Great Resignation

by John Krieg

Hire Slow, Fire Fast

Make sure it’s not just the talent you are hiring for, but also the right personality/culture fit. You can teach skills to do the job, but you can’t necessarily teach employees how to be a drama free team player or to get along with others etc.

Pay/Benefits

It’s essential for companies to pay their employees competitive compensation, so continuing to evaluate and adjust salaries is critical.

If regular raises/more pay isn’t an option, perks can make your workplace stand out to potential new hires and re-engage current staff, all while boosting employee morale. Flexible schedules and remote work options (separate from pandemic-related stay-at-home orders) are the perks many professionals value most.

Make the First Day the Most Important One

Make employees feel welcome from the start. This could mean welcome signs, balloons, first day lunch, decorated desk, or a company wide email welcoming them to the team. It is important to show how much you appreciate them and welcome them with open arms.

Expose Them to Company Culture from Day 1

From the start, make sure you teach new employees not only about the job, but also about the company culture and how they can contribute to and thrive in it.

Team Building Events

Trivia night at a local bar, team lunches, happy hours, etc. all bring teams closer together outside of the office environment. Have fun with holidays and decorate the office. Bring in doughnuts for another department and say “thanks for all you do to help us!”.

Life/Work Balance

If the company will support the cause, provide one paid work week, per year for volunteer time/charity efforts. Taking an hour a month, or a week at a time, fuels the team member’s passion and creates incredible goodwill and appreciation.

WOW Awards

Recognize and reward someone who is going above and beyond, on a monthly basis. Give them a gift card and make a big deal showcasing this star in front of everyone.

Regular/Frequent Reviews

Ask what their goals are for the next calendar year by meeting regularly to get updates. Make a plan to execute and make that plan happen, personally and professionally. Help them visualize their future within the company.