41 Employee Retention Strategies for 2022

Published • By Divyanshu Jangid

What is the one thing that can break your business even if you have the best idea, the most potent strategy, and a robust organisational framework? 

Intelligent leaders won’t take a second before answering that question. Without the right talent backing it, no idea is bright enough to work- employees make and break your business. 

Employee retention is one of the easiest ways of ensuring that the right people work for your company. However, it is no child’s play as the game changes every few months. In the post-pandemic scenario, the hiring market has changed in favour of employees. Talented professionals are more in demand than ever, especially in tech. 

While brilliant new minds are entering the market every day, premium talent’s demand-to-supply ratio still seems skewed. Employers must stay on top of hiring trends to keep up with their employees’ ever-evolving needs. 

It takes a lot of time, effort, and research to flesh out the perfect retention strategy. Fret not; we have researched for you. Here are 41 latest strategies for employee retention.

1. Earn Your Employees’ Trust

Employees perform better when they have faith in management and their leaders. When people trust the person who is getting them to do the task, they are more likely to attain the objectives that have been set for them. To develop trust with your staff, you must:

  • Make personal relationships.
  • Promote honesty and openness.
  • Inspire your team members.
  • Offer credit and bear responsibility.
  • Avoid bias.
  • Display competence in your job.

Action Step: Make it your aim this week to get to know each of your staff better. Engage in open-ended talks with them, and make them feel comfortable and free to express themselves.

2. Balanced Challenges For Your Employees

Carrying out the same activity day in and day out may result in feelings of boredom and disinterest. On the other side, if you make your employees do complex tasks or jump through an excessive number of hoops, they may get disheartened and uncertain about their future in the organisation. 

Finding a happy medium between doing new things and receiving support may be tricky. This is because every employee is an individual, and the things that one person finds rewarding may be those that another finds boring or too difficult. Following are some suggestions:

  • Taking individuals out of their comfort zone: Allow them to take risks.
  • Expressing faith in your employees: Leaders have power, and when they convey the potential they see in themselves, their confidence in themselves develops.
  • Promote a development mindset: Reward work, not just skill and intelligence
  • Seeing failure as a learning opportunity: Work together to process failure by learning from it.

3. Increase Positive Feedback

Employees need feedback to develop and perform their best job – both positive and negative criticism. Positive feedback should often be offered to employees to stimulate them and give them the determination they need to achieve their best job. However, corrective and constructive input is also vital, especially when an urgent problem has to be addressed.

Moving ahead, be more conscious of how many negative remarks you make to your staff compared to favourable ones. Increase the ratio of positive comments to negative comments to six.

Action Step: Each week, provide one positive piece of feedback to each employee.

4. Encourage Employee Innovation

While many companies assert that they value innovation, it’s possible that they don’t have any policies to encourage it. Experts recommend the following strategies to foster creativity in the workplace:

  • Provide a channel: Not all employees will want to be identified or rewarded for their contributions. Managers should encourage both public and private comments or feedback.
  • Provide incentives: If you welcome recommendations, you should take them seriously. Recognise and reward employees who make a tangible contribution.
  • Hire a diverse set of individuals: Creativity will not emerge from a group of people who all think the same way.
  • Create innovation teams: These are small groups charged with coming up with ideas on a given issue.
  • Have some fun: Create a good working atmosphere that encourages creativity and spontaneity.

Action Step: Give your team 30 minutes of creative time this week to develop ideas or work on side projects that interest them. One of the side initiatives may, for example, be enabling a staff member to manage social media.

5. Encourage Workplace Respect

People are yearning for respect in their employment now more than ever. They do not want to feel undervalued or inconsequential inside a company since this might lead to a lack of respect. Respect is one of the top three qualities sought by job candidates.

Many of the tactics listed on this list, including acknowledgement, feedback, cooperation, and fostering innovation, may help develop a culture of respect. It is also critical to provide your team members with the necessary skills and resources, and exhibiting compassion and thoughtfulness may go far.

Action Step:

  • Say “thanks” to employees this week who turn in their assignments.
  • Greet them with a smile and a cheerful “good morning” instead of grilling them about tasks they need to accomplish.
  • Ask if they need your assistance in any way.

6. Give Your Employees A Chance To Advance

Most companies do not give their staff opportunities for further education or training. Lack of advancement opportunities can cause employees to become dissatisfied with their work and less likely to stay in their positions. 

When employers invest in their staff’s training and development, not only do those employees feel valued, but they also have something to look forward to. 

By promoting from within the team and implementing a training programme or using resources and tools from outside the company, you may provide a strong incentive for team members to stay with the organisation over the long term. Employees see participation in these programmes as an investment in themselves and their careers.

Action Step: This month, choose a course or a book for your staff to read. Personalise the resource for the user.

7. Encourage Employees To Provide You Feedback

Giving feedback to your staff is one thing, but you must also receive input from them. When employees do not believe their ideas are being heard, they believe the organisation is uninterested in developing or pursuing worthwhile ideas.

Many employees believe that nothing will change even if they offer something novel. This includes giving them the necessary tools and resources, providing feedback, and so on, as well as encouraging them to give you feedback. 

Remember that there should be options for public and private input, and it never hurts to appreciate individuals who provide ideas. Create a culture in which employees feel comfortable sharing their ideas.

Action Step: This week, request input from your staff on an important project. It might be about corporate culture, a high-level management decision, or a new market development that requires your organisation to adjust.

8. Inclusion

Nobody likes to feel excluded from an organisation in which they work. New employees want to feel that they were recruited for a purpose and play an essential part in helping the company accomplish its goals.

From recruiting and leadership evaluation to professional development and performance management, creating a culture of inclusiveness requires a top-down approach, and there are no shortcuts.

Action Step: Have a one-on-one talk with each of your staff this week. Alternatively, have an open-ended strategy discussion and ask every one of your team members what they think about their position in the organisation. Take careful notice of what they say.

9. Promoting A Healthy Work-Life Balance

Many companies have high expectations of their staff. However, for employees, this may imply less time spent on leisure activities, personal care, and family. 

Your team members will perform better at work if they are well-rested and have enough time to care for themselves and their families. Establishing regular work hours, regulations for working on weekends, or work-from-home programmes may provide your team members with the flexibility they need to give their all every day.

Action Step:

  1. Determine who in your company is overworked this week.
  2. Allow them some time off, or take everyone outside for a stroll.
  3. Examine how your work schedule encourages an excellent work-life balance.

10. Interact With Your Team

Taking the time to connect with your employees is part of employee engagement and enablement. 

When your team feels linked, they have a sense of purpose. It helps people create a unique identity within their department or team, recognise how they contribute to enhanced objectives, and enable them to see how they contribute to larger goals.

The key to harnessing this limitless supply of energy for your organisation is to deepen your ties with your staff. When you trust and appreciate your employees and connect with them, they react with dedication and passion. 

You can bring out the best in your employees by enabling them to voice their ideas, acknowledging their contributions, providing them with the tools and knowledge they need, and giving them chances to improve.

Action Step: Connect with your team members outside the workplace this week, and consider using that time to gather your team to give back to the community. 

The goal of this strategy for employee retention is to make the most of your time away from the office by encouraging pro bono employee volunteering. This is a beautiful chance for career growth and the development of strong teams.

11. Provide A Competitive Starting Salary

Your employees want to believe that the time and effort they put in at work is worthwhile. Money isn’t everything regarding employee retention, but giving competitive compensation may make your employees feel appreciated for their work and time.

Your team members must be able to afford their living expenses and feel like they are performing meaningful work. If you’re unsure, figure out what a competitive compensation for your staff would be and start paying them what they’re worth.

Action Step: Examine your current salaries and see whether you need to make changes to remain competitive.

12. Avoid Sudden Workplace Changes

Change is unavoidable, but it can also be quite stressful. To stay up with expansion or to increase quality assurance, your organisation may need to implement new projects and processes. However, imposing too much change too quickly might have a negative impact on employee retention.

We all prefer to think of our employees as strong individuals who can adjust as needed. However, without constant communication, particularly about the state of their position, your employees may begin to worry about their future in the organisation. Multiple businesses have discovered that proposing one change at a time is easier for employees than introducing many changes at once. Rather than attempting to adopt wide, sweeping reforms, it would be prudent to go gradually.

Action Step: Determine if your staff are under excessive stress this week. Consider reducing the anticipated completion timeframe if you have a strategy in place to bring about changes inside the firm – assignments, job descriptions, rules, systems, and so on.

13. Make Your Workplace Clean And Safe For Your Employees

Clutter and dirt are both distracting. And if individuals feel threatened, it will be difficult for them to concentrate on the tasks at hand. Because your employees will spend at least one-third of any given day at work, if not more, it is critical to build and maintain a pleasant working environment.

To do this, you may need to conduct a risk assessment to identify possible risks and threats in the workplace. It would help if you also considered updating your health and safety regulations and implementing new processes and procedures to create a safe working environment. 

Although we are discussing employee retention strategies, it may be essential to lay off employees who are harassing, creating interruptions, or not complying. This will benefit everyone involved because it will prioritise the comfort of the many above the convenience of the few.

Action Step: Make a strategy to maintain the workplace orderly, and do a risk assessment this week.

14. Provide Your Employees With The Resources They Need To Succeed

If you establish objectives for your employees, you must provide them with the tools, resources, and knowledge they need to achieve. Employees are often left to their own devices with little supervision or instruction. Is it any surprise they miss a target they can’t even see?

If you want to help your employees succeed, you should communicate with them frequently, asking them explicitly about the project they’re working on and if there’s anything you can do to help them finish it. You must be willing to share your expertise with them as well as coach and guide them.

Action Step: Assess if any of your team members are unsure how to continue with a project this week. Ask them what they need to continue ahead with their task, and then provide it to them.

15. Give Your Employees Enough Rest Periods

Long hours in the workplace are typically worn as a badge of pride in some areas, and dedicated entrepreneurs are revered and rewarded. On the other hand, people are not machines; when subjected to excessive stress over an extended period, they are likely to experience tiredness, sickness, and mistakes that might have been avoided.

It’s one thing to encourage a motivated employee who wants to contribute substantially to the firm. However, for every strong and ambitious person, many more would crumble under the strain of stress and overwork. 

If employee retention is your aim, you must ensure that they have enough relaxation intervals. This will assist in minimising stress and the number of sick days. This is also a question of regulatory compliance, depending on the state.

Action Step: This week, try extending everyone’s rest time by 10 minutes. Examine if this has any effect on overall performance and morale.

16. Recruiting For Cultural Fit

Hiring someone who understands your cultural values will result in loyal and engaged staff. New personnel may integrate more quickly into the team when their cultural values align with your company’s.

Action Step: During the interview, pose questions about your company’s core beliefs. Describe how the position links to the values. It will assist them to understand what is expected of them.

17. Hybrid Workplaces

When searching for new employment, more and more people are interested in finding jobs that provide flexible working arrangements. It went from being a benefit to more of a need over time. 

Hybrid workplaces have become the norm in the post-pandemic era. With the leaps and bounds that remote-work technology has taken, there are only a few functions for which the employees have to be in the office.

The hybrid working model is a win-win situation. It gives employees a healthy balance between their job and personal lives. Working from the comfort of your home is also more secure, saves time and money, and increases productivity. 

On the other hand, employers may save money by minimising absenteeism, reducing office politics, and cutting infrastructure and administrative costs.

Action Step: The cool part is that there are no geographical restrictions when employing employees. As a result, you have access to a larger pool of talent.

18. Rewarding Efforts As Well As Results

Rewarding employees with stellar results is crucial for promoting overall organisational motivation. However, it is also essential to recognise the hardworking employees who could not produce sky-high results. 

Some people take time to shine and initially struggle with their roles. With positive reinforcement and incentivised learning programs, these employees may just be able to achieve more than anyone could have imagined.  

Action Step: Companies must sympathise with the situation on the ground and acknowledge their employees’ efforts. So, it’s time to recognise and reward hard effort rather than just admiring outcomes!

19. Participating In CSR Programs

Millennials and Generation Z employees are motivated toward social duty. They are committed to giving back to the community. People appreciate empathy, especially in times like these. 

Contributing to society and assisting people in need are pleasurable experiences. It fosters employee loyalty and engagement. A CSR activity in which employees participate in a good employee retention strategy. It will go a long way toward increasing employee engagement.

As physical team activities are not possible in some cases, virtual CSR activities are a much better solution. You may plan events like virtual charity bingo. 

There are also certain things that you can undertake alone or remotely—planting trees, cooking for a cause, giving to pandemic-affected regions, and so forth. It promotes a feeling of accomplishment and team cohesion.

20. Employee Stock Ownership Program

Making your employees stakeholders in your firm allows them to remain engaged in the company’s success. Employee stock ownership programs (ESOPs) are an excellent method to pay your staff as a bonus or incentive

21. Sabbatical Programmes

Sabbatical programmes are an excellent approach to retaining high performers. It demonstrates that you value your long-term employees’ hard work and service. According to the company’s leave policy, sabbatical leaves might last six weeks or longer.

A sabbatical break may be very beneficial to employees. They get the opportunity to learn new skills and work on their passion project. Some people are just delighted to spend quality time with their loved ones.

Action Step: If not for a month, you may also arrange for your remote staff to take a mental week off. Employees are considerably more motivated and recharged after a nice prolonged holiday.

22. Changing Job Responsibilities

Doing the same thing over and over again gets tiresome and repetitive. Don’t force staff to follow through on their obligations in such a situation. Involve them in varied duties and allow them to collaborate with other departments. This will aid in the generation of new ideas and the improvement of colleague relationships. It will also improve and increase their professional growth skills.

Action Step: You may also strive to stimulate creativity and provide opportunities for personal improvement!

23. Reduced Workdays

Stanford University studied a group of American employees. They discovered that if people work more than 50 hours a week, their output plummets dramatically. People who stay additional hours or leave the workplace late are seen to be more devoted and productive. Consider the following two possibilities.

  • Employee 1 does not take any breaks (except for lunch). They complete their chores and decide to depart after 6 hours.
  • Employee 2 smokes for 10 minutes now and then and participates in “coffee machine” discussions. They complete their jobs and decide to depart after 8 hours.

Both employees completed their daily tasks, although at separate times.

24. Promoting Open Communication

You may create an atmosphere where employees are not hesitant to express themselves. In other words, they need an environment where they can openly express their opinions and concerns.

One of the most successful communication tactics for establishing a culture of openness and trust is an “open-door policy.” It demonstrates that you are always willing to listen to their points of view.

25. Influencing Development And Growth

One of the most critical employee retention strategies is to assist employees in achieving their short- and long-term objectives. It demonstrates that you are as invested in their future as they are. Most millennials and Generation Z employees will take a lower-paying job if they perceive prospects for advancement.

As a result, developing in-house corporate training programmes for employees may help them improve their careers. Other ways, like encouraging them to attend conferences, industry events, and so on, may help you improve your staff retention efforts.

26. Building Orientation Programs

Good managers keep their personnel informed at all times. They fully clarify the regulations and staff expectations from the start. Additionally, orientation sessions assist employees in understanding how they may contribute and flourish.

Action Step: Remember to add a cultural orientation as well. This will assist prospective employees in grasping your basic principles and culture.

27. Peer-To-Peer Recognition

When your employees trust and believe in one another, you know your employee retention strategies are effective. They will support each other and operate as a team if they appreciate each other. This will reduce internal disagreements and foster a culture of peer appreciation.

28. Staggered Work Shifts

Work shifts that are staggered might help in a more socially isolated job. The concept of staggered working hours in a corporation is that employees do not simultaneously enter or depart the workplace. 

Before the pandemic, staggered work shifts existed, but they became more prevalent later. Apart from preserving social distance, it may also assist in avoiding peak office rush hour and severe traffic.

29. Providing Monetary Advantages

Employees resign for various reasons, including a lack of pay. To prevent this, you may provide fair and equitable evaluations to all worthy candidates. Another strategy for retaining high performers is to raise revenue. Your employees will be dissatisfied if they do not get enough benefits.

As a result, executives should develop a competitive benefits package that includes:

  • Salary hikes
  • Incentives
  • Bonus
  • Health benefits

30. Bonding With Employees

An excellent manager works hard to maintain positive relationships with team members. Above all, connecting with employees outside of work is just as vital as bonding with them within the workplace.

Action Step: You can make employees feel valued by taking them on small excursions, dinners, or adventure trips. Celebrating their personal accomplishments, such as a new home or marriage, can also make them feel like they are a part of a family rather than just an employee in an organisation.

31. Conducting Exit interviews

It is not always avoidable to retain an employee. Consequently, it is imperative to conduct exit interviews with departing employees just before they leave their positions. 

In addition, it is essential to back up an interview of this kind with a list of solid questions to be asked during departure interviews. An exit interview is when a departing employee is questioned about their time working for an organisation. 

This method can help highlight various difficulties, including harmful management practices, departmental disagreements, and other similar matters.

32. Establishing a Buddy/Mentor Culture

Most individuals dislike being micromanaged. The majority of people despise being handled! Mentorship is superior to old-school management practices and may completely change an ordinary person into a high performer.

An excellent onboarding strategy is assigning a mentor or a buddy to a new employee. His mentor can teach the newbie about their profession and current methods. Furthermore, a new employee might bring a fresh perspective to the table. Consequently, this will aid in the generation of unique and original ideas.

33. Innovative Compensation Strategies

According to a Glassdoor poll, 35% of respondents stated they would leave their current job for higher pay. Of course, a family lunch voucher, care bundle, and so on seem appealing. But you must think beyond these fleeting pleasures. It demonstrates that you are as invested in your employees’ progress as in the company’s success.

As a result, if your company is small to medium-sized, you might consider providing virtual prizes to your staff. Online gift cards, Spotify or Netflix memberships, and much more are among them! Aside from that, put yourself in the position of your team. Consider how you want to get rewarded!

34. Offering Financial Well-Being Programs

Many of us are concerned about our financial status due to the pandemic. Employees need more than a job when faced with unforeseen medical expenditures, family members being laid off, or wage reduction.

According to 8 out of 10 employers, financial wellness initiatives result in more loyal and contented employees. This, in turn, leads to higher employee retention. 

A financial wellness programme is very subjective. It should be tailored to your employees’ budgets and ambitions. The following are some employee financial wellness advantages to consider:

  • Retirement plans
  • Student loan repayments
  • Flexible paydays
  • Personalised financial advice programs

35. Service Yearbook To Honour Employee Tenure

A service yearbook is a beautiful method to acknowledge and appreciate long-term employees for their contributions throughout the years. It is an excellent complement to your corporate culture, assisting in creating valuable employee experiences. Employee experience leads to increased employee engagement, improving talent retention.

Employees feel valued and appreciated because you recognise their time and effort in your firm.

36. Diversity And Inclusion

You must focus more than ever on creating a more diverse and inclusive workplace culture. A company that recognises and values employees of all backgrounds and sexual orientations will undoubtedly retain and recruit more talent.

Action Step: Small alterations, such as removing gender-coded signage or establishing a multi-faith prayer area for religious observance, may be implemented. It is a reliable method for improving your employee retention strategy.

37. Profit-Sharing Plan

A profit-sharing plan is a solution in which employers transfer a percentage of their company’s earnings to its employees. Employees are more driven to go the additional mile when they are offered a piece of the pie.

38. Workation

A workstation, sometimes known as a workcation, is an employee-friendly trend that distinguishes your organisation in the talent acquisition game. It occurs when “work” and “vacation” are combined.

Workation assists you in defining your culture and gaining a competitive advantage. If you want to attract employees, express that you care about them and will make them enjoy their employment. A unique working environment might be a difference in improving your employee retention strategy.

39. Virtual Team-Building Tasks

Some employees may find it challenging to work in a virtual setting. Working from home or other distant places could seem appealing to all employees. However, the capacity to work electronically, as if in an office, is not for everyone.

As a consequence, the majority of remote employees feel disconnected from their coworkers. They are unable to immerse themselves in the culture of the organisation entirely. 

As a result, virtual team development becomes required and often plays a significant role in talent retention. Management conducts these activities to enhance group procedures and interactions and boost employee engagement and morale. It also fosters stronger working ties among employees.

40. Enhance The Organisational Culture

While corporate culture may seem subjective, its effects on retention are undeniable. One of the primary factors of job happiness is corporate structure. While the components of a great culture differ somewhat from one workplace to the next, successful corporate cultures, have essential characteristics such as:

  • Possessing and implementing established values.
  • Respecting and seeking out the opinions of employees.
  • Being committed to diversity, equality, and inclusion.
  • Carrying out supportive leadership.

41. Create Growth Pathways

The workplace is evolving quickly, and employees understand that they must stay up or risk falling behind. However, many people are concerned about a lack of prospects for advancement and upward mobility inside their existing firms. Consequently, they search for their next move outside of the company.

You can increase employee retention simply by reassuring your employees that their future with the firm is bright with dedicated career pathing. Career pathing is a collaborative process in which individuals and management establish objectives and develop a learning and development action plan to attain them.

Wrapping Up

You’ve just learned about 41 alternative strategies for retaining employees. So, instead of attempting to achieve fundamental change, why not focus on just one strategy this week? Begin with something you know has to be handled in your firm as soon as possible. Don’t put it off any longer. Take action this week and use your new understanding.