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  • Kurochka Olha

How to Increase Retention Rates: A Strategic Approach

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With all the global trends and changes, the battle to get on board and retain top specialists is now fiercer than ever. The employee retention rate is not just a number on an HR dashboard; it reflects a company's health, culture, and future. Only leaders committed to making their company not just a place to work, but a place to grow, belong, and contribute have a chance to withstand challenges. In this article, we will discuss how to increase retention rate in the reality of today's highly competitive job market.


What is the employee retention rate?


The employee retention rate is a snapshot of how well a company keeps its employees around over time. It is the percentage of employees who stayed at the company for a certain period of time. This rate shows how well the organization avoids high employee turnover. Keeping this rate high is important, as it indicates that the company is able to retain its staff well.


How to calculate the retention rate?


Calculating employee retention rates is not a complicated process, but it requires a sufficient amount of data.

  1. Start with the total number of employees at the end of the period.

  2. Subtract the number of new employees hired during that period (to focus on those who have stayed).

  3. Divide by the total number of employees at the start of the period.

  4. Multiply by 100 to get the percentage.

A high retention rate shows a good work environment, effective retention strategies, and successful management.

simple illustration of the man holding laptop

Why is it important?


The employee retention rate holds significant importance for several reasons:

  • Cost Reduction: High turnover rates are costly. The more employees leave the team, the more effort is required to hire new ones, which repeats the hiring sprint over and over.

  • Attracting The Right Fit: Companies known for high retention rates are more inviting to potential top talent.

  • Company Culture: Long-term team members contribute to a sense of community.

Further we willl explore how to increase employee retention rate via strategy example and useful adjustments to the HR practices.


How to retain your best employees?


Improving the retention rate is crucial for a company's success. It's not just about HR tactics. It is about building a workplace that attracts and retains talented employees. This means creating a nurturing environment where employees want to stay long-term.


Refine the Recruitment Process to Support Employee Retention


Did you know that employees often cite the lack of career growth opportunities as a key reason to leave?  The journey to improve employee retention starts with the recruitment process. Designing the hiring process not just to fill positions but to support employees in their career paths is an integral pillar. 


To refine the recruitment process effectively, implement the following strategies:


  • Comprehensive Job Descriptions: Clearly outline the roles and responsibilities and highlight career growth opportunities. This transparency can attract candidates who are in it for the long haul.

  • Cultural Fit Assessments: Focusing on the individual—beyond just their resume—can reveal much about their potential fit within the company culture.

  • Interview Process Transparency: Keep candidates informed at every stage of the interview process. This openness builds trust from the outset, laying the groundwork for a positive employee experience.


Meaningful Onboarding to Encourage a Healthy Work-Life Balance


A good onboarding process saves time and helps new team members understand their work. Onboarding can take up to a month, if not the entire probationary period. During this time, the newcomer should learn about all the ins and outs of the work and cultural processes. 


How to make onboarding meaningful for a healthy work-life balance?


  • Personalized Onboarding Plans: Newcomers need only relevant information and training, directed on their workpath with the company.

  • Mentorship Programs: Mentors provide guidance, support, and insights into career growth opportunities, helping new employees feel supported.

  • Interactive Learning Opportunities: Conduct online training sessions, such as workshops and lectures. Dedicated people partners usually organize these meetings to motivate new hires. During those sessions, newcomers interact with their colleagues and learn more about internal and external processes. 

  • Regular Check-Ins and Feedback: Schedule check-ins with new hires in their first few months. One-on-one meetings are the best time to discuss concerns, provide feedback, and adjust the onboarding process. They benefit both the employee and the company as each discovers issues from different perspectives.


Onboarding is your first real opportunity to encourage employees and demonstrate that you value work-life balance. A thoughtful onboarding process can impact a newcomer's perception of the company, boosting employee engagement from day one.


Cultivate a Positive Work Environment for Long-Term Employee Engagement


Cultural fit refers to how well a person matches a company's main beliefs, works well with others, and fits into the company's social and ethical policies. Knowing how to retain workers greatly minimizes turnover rates. The leader controls whether such an environment is maintained throughout the employee's journey.

Here are the factors that can affect the quality of the experience:

  • Workshops, lectures, and incentives for educational advancement support employees in their career growth.

  • Want your employees to feel valued and connected? Organizing corporate events and team-building activities is key to nurturing strong, authentic relationships among team members.

Come up with creative ways to retain employees - organize fun off-work events, manage team buildings, and make it all about them being in the best working conditions. 

illustrations of the handshake

Implementation of Regular Feedback Loops


Setting up regular, helpful feedback sessions between employees and management can quickly solve problems before they get bigger. This open dialogue ensures that the employee experience improves and that team members feel heard and valued. Feedback sessions are also an excellent opportunity to discuss and plan for professional development, further enhancing employee retention.


Here are ways to effectively gather and act on employee feedback:

  • Conduct regular, structured performance reviews that offer constructive feedback and set clear goals. These should be two-way conversations where employees can also express their aspirations and concerns.

  • Conduct short, frequent surveys to gauge employee opinion and gain insights into various aspects of the work environment. This helps identify and solve issues before they escalate.

  • Establish multiple channels for employees to provide feedback anonymously if they choose. This could include suggestion boxes, digital platforms, or direct access to HR for sensitive matters.

  • Demonstrate that feedback leads to action. Share survey results and outline specific changes or initiatives that the HR department will take in response.

  • Equip managers with the skills to give and receive feedback. This ensures that feedback sessions are productive, respectful, and geared towards growth.


Monitoring Turnover Trends


Analyzing turnover rates and understanding why employees leave can provide valuable insights to improve employee retention.

  • Gain insights from terminating employees about their reasons for leaving. This information is invaluable for identifying patterns and areas needing attention.

  • Review retention metrics regularly to identify trends. See which departments have higher turnover rates, and discuss this with team leads to create targeted retention strategies.

  • Compare your company’s retention rates and turnover trends against industry averages. This can help identify if issues are company-specific or part of broader industry challenges.

  • Analyze insights from data to implement specific retention strategies. For example, if people leave because of bad work-life balance, focus on improving policies around this issue.

  • Retention strategies should not be static. Evaluate the effectiveness of implemented policies and be willing to adjust based on new data and employee feedback.


Employee retention strategies must be holistic, targeting not just the professional but also the personal well-being of employees. The main goal is for employees to feel supported and motivated to grow professionally with the company.


There are plenty of ways to retain staff for a good reason. Each business model is different, with its own culture, values, and sets of characteristics. However, addressing the lack of career growth opportunities, ensuring a healthy work-life balance, and cultivating a positive work environment are fundamental to improving the employee retention rate. By implementing these strategies, companies can not only reduce voluntary turnover but also enhance employee satisfaction, making it a win-win for both the organization and its workers.

photo and the name of the author of the article


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