In the wake of the COVID-19 Pandemic, record numbers of people are quitting their jobs.

Resignation rates are at an all time-high among mid-career employees and the trend does not seem to be slowing down. The trend has become so widespread that it has been named ‘The Great Resignation’. There are many factors that have caused this phenomenon, from toxic working environments to a lack of benefits for staff.

Whatever the reasons, employees are quitting en masse. For employers, this is obviously a problem. Hiring a new staff member  is a costly and time-consuming process that can take months to organize. It is therefore vital for modern employers to consider ways of retaining the staff that they have, rather than giving in to the rising wave of mass quitting. Therefore we have compiled a list of X ways to retain staff in 2023. 

Benefits

Sure, above-average wages are important in securing motivated and satisfied staff that will want to stay at the job for a long period. However, employee benefits are just as important in creating an employee-friendly environment at your company. 

These range from arranging discounts at local stores near the office to offering flexible working hours for employees. From free food in the staff kitchen, to allowing staff to work from home if their schedule and lifestyle would benefit. Some employers have financial programmes in place to help those undergoing financial difficulties. A little can go a long way when it comes to the cultivation of goodwill towards an organization. 

A Thorough and Friendly Onboarding Process

Onboarding is an aspect of hiring that is often ignored by employers. You’ve found the right person, now all they need is to get to work, right? This is a critical mistake that can lead to employee dissatisfaction right from the jump. The onboarding process sets the tone for the hire’s whole time at your company. And if your onboarding process is disorganized and vague, a new employee will enter the job feeling the same. 

Invest in a strategic and thorough onboarding process that not only introduces the new hire to the company’s culture and operations, but makes them feel wanted and valued. A good example of a successful onboarding strategy is to provide a mentor for the new hire. Someone they can speak to and learn from one-to-one. This will lead to greater clarity and motivation for the hire. If they feel valued from the beginning, they are more likely to stay with the company long-term.

Focus on the Long-Term Goals of Each Employee

This strategy of employee retention focuses on the way in which the company can invest in their employees’ development and growth. No worker wants to feel like they’re stagnating. If they do, they are more likely to find a role elsewhere that offers more tangible career advancement. 

Avoid this by investing time to understand and cultivate the long-term career goals of your employees. Understand where they are and where they want to go, and find ways of making that happen. If they want to learn new skills, invest in training programs that will help them do that. If they want to move up in the company, consider giving them extra tasks and responsibilities that will test their viability for advancement.

Take Time to Acknowledge Hard Work

Praise is undervalued in the workplace. And a little of it can go a long way. If an employee has excelled themselves or completed a particularly difficult project, make sure that you acknowledge their hard work.

This can be done with a personal thank you, or more public acknowledgement through group email or a mention in the company newsletter. If an employee feels that their hard work is recognised, they are much more likely to be loyal to that company and stay with them.