woman restaurant owner showing younger employee how to do something

Develop a good retention plan

Happy employees are productive employees, and productive employees are good for your bottom line. There are many ways to make sure you’re building employee satisfaction, loyalty and commitment. You can ensure a positive workplace culture. You can be present and accounted for in the community. You can create long-term plans to encourage and empower the people you’ve hired to work at peak performance. Our range of employer services will help you increase your return on employee investment.

  • We’ll provide tools to help you develop a workforce plan with an eye toward increasing retention.
  • We’ll help you become an employer of choice through community engagement guidance, resources to optimize workplace culture and tools to help you offer competitive benefits and compensation.
  • We’ll support your efforts to ensure workplace inclusion with greater accessibility and cultural competency.
diverse group of people wearing casual clothing

Keep good employees

It costs more than $4,129 on average to hire and onboard a new employee, according to a recent report by the Society for Human Resource Management. And that’s just the cost of recruiting—it doesn’t include expenses in the form of management time and training resources needed to bring a new employee up to speed.

To get started on your talent retention planning, consider doing some research by collecting information on employee engagement.

  • Do managers have a good sense of employee engagement from the annual review process or some other structured communication with employees?
  • Has your organization recently surveyed employees?  A short and simple survey can provide great snapshots about employee engagement—plus allow you to analyze and compare trends for different groups of employees. Annual surveys can provide you with trend data over time that is useful for retention efforts.
  • Does your organization conduct stay interviews? Stay interviews can be quarterly, biannual or annual one-to-one meetings between an employee and a manager to talk about what motivates the employee, what makes them want to stay and what could make their work experience better. This is a great opportunity for a manager to build trust with employees—and learn specific ideas for more effectively developing each individual employee’s skills and strengthening employees’ commitment to your organization.
  • Does your organization conduct exit interviews? These are typically done on or near the last day of a person’s employment. They can be more effective if the employee meets with a Human Resources representative or someone other than the employee’s direct supervisor. The key questions to ask are: why is the employee leaving and what does the employee think could be done to improve the workplace experience for other employees.
Warehouse employees

Become an Employer of Choice

Keeping excellent employees is essential for your organization’s success—and it doesn’t just happen. The not-so-secret secret to retaining workers is to be the place they want to work. It’s not only about competitive compensation and benefits. A positive and inclusive workplace culture that encourages employee engagement, open communication and strong workplace relationships makes a huge difference. It’s also important to connect your organization with the community.