how to keep top talent
Employee Retention

Survey finds that 1 in 2 managers will leave their company in the next year!

Most companies recognize that their top employees are an invaluable asset they wouldn’t want to lose, but it’s shocking to think that there’s a 50% chance that your top performers will leave within the next 12 months. A new report on talent retention reveals how companies can take better care of their top performers, and prevent them from leaving.

TalentLMS and Dr. Ashley Prisant from Harvard University partnered up on a survey about manager retention. And the results revealed the reasons why managers stay loyal to their companies, and what makes them consider leaving.

“We conducted this research because we wanted to examine how companies can keep their top performers in the long run, and prevent them from leaving. We also wanted to look into whether new managers are getting managerial training, which should prepare them for the new, challenging role. Turns out, employers aren’t delivering, as 1 in 4 managers never received any management training at all.”
-Ana Casic, Media Relations at TalentLMS

This research found that:

  • 1 in 2 managers are thinking about leaving their company in the next 12 months
  • 7 in 10 say they feel undervalued and underpaid
  • 43% feel isolated at work after they became managers
  • 61% say that the number one reason they stay is that they work well with the people they manage

In fact, the more experienced your managers are, the more likely it is that they are considering leaving. Consider the graph below…

manager retention

Why do top employees leave?

So why are our best managers thinking of resigning? This same report found that besides being underpaid, the top factors that drive managers away, are:

  • an unhealthy working environment
  • not being part of the decision-making process, and
  • insufficient training and development opportunities

Most HR leaders will know that their companies are guilty of at least one (if not all three) of these risk factors.

In fact, 76% of respondents said they’d like more training and development opportunities from their company.

Why would top employees stay?

On the other hand, among the top reasons why managers stay at their current companies, besides compensation, are:

  • The people they manage (61%)
  • Decision-making power (49%)
  • Work-life balance (44%)
  • Feeling acknowledged (37%)
  • Training opportunities (36%)

Manager retention survey

Fortunately, many of these factors are ones that can be improved – once you know about them!

The report also looked into whether managers feel taken care of. As it turns out, 93% have a go-to person, while 7% say they have no one to rely on at work. This is another indicator that they are a flight risk and need immediate attention.

The keys to retaining top talent

It’s clear from this report, that in order to retain top managers, especially ones that are more experienced, companies need to;

  • Create and foster a healthy working environment – presumably, this refers to the culture of the company, and its approach to work-life balance
  • Ensure managers are included in the decision-making process – strong communication is key here as well as sufficient agency over their domain
  • Provide ample training and development opportunities – yes, even top managers value training and will leave if they feel like they are no longer learning and growing

How does your organization approach these factors? Do you feel at-risk of your top managers leaving, or confident that you’re in a good position?

Retain valuable employees
Employee Retention

The face of successful companies are CEOs who know exactly how to navigate their way through the dizzying world of entrepreneurship. Their success stories make it to the front pages and are printed in bold as inspiring headlines for the masses to see. But in truth, the most successful businesses are built on the backs of their employees.

CEOs recognize that high rates of customer churn are a cause for concern, but they rarely talk about employee turnover rates. Workers who do not feel fulfilled or properly compensated leave organizations to seek better career paths. And sometimes, the most competent members of the team take the exit. When this happens, it leaves your company at a great disadvantage.

To keep valuable employees, take note of our tips and consider making changes to your business.

Build a Conducive Work Environment

A good work environment goes beyond providing a fancy office to toil within. Building a conducive workplace includes creating an environment top team members can thrive as they work towards the organization’s goals. This also includes creating a safe environment for all workers.

Having a professional, but nurturing and stimulating workplace compels employees to stay – even when they experience a lapse in motivation. What’s more, productivity, performance, and engagement increase when workers don’t have to worry about things like discrimination or harassment.

Brush up on anti-discrimination laws and make an effort to place internal safeguards for your employees. You’ll also want to hold team building activities to raise camaraderie. This will help forge a genuine human bond between colleagues that will aid in effective communication. Also, have a hard look at your current company culture and make adjustments based on the core values you desire. It sounds simple, but these aspects, together with providing a pleasant and organized physical space, will result in decreased turnover.

Encourage Discourse

People who are on top of the chain usually get there through the right combination of hard work, determination, and luck. The gruelling journey makes it tempting to highlight hierarchical differences as a constant incentive for climbing up the ladder. But companies that are grounded on this kind of thinking always end poorly with declining productivity and a stifling culture.

Apart from maintaining an environment with equal amounts of respect for all employees, companies should also promote a healthy exchange of ideas between bosses and subordinates.

In practice, this means giving employees the freedom to logically question business models, strategies, and managerial decisions – without repercussions. Those who communicate their ideas are likely those who have the most concern for your business and would like to see it flourish for years to come.

Encouraging discourse will benefit your team members by cultivating their critical thinking abilities, which will, in turn, benefit your company with a steady supply of fresh ideas.

Recognize Hard Work

There are people who only do exactly as they are told, and there are those who will go the extra mile. Clearly, it’s not right to treat them the same way, so make an effort to recognize exemplary efforts appropriately by offering promotions, company stocks, a salary increase, or even simple praise them in public. Make it a point to let your most valuable employees know that their efforts are appreciated. Although it seems simple, praise and recognition go a long way to sustain employees’ drive and reduce their propensity to leave.

Employees who feel as though they are treated as assets are less likely to leave, and are compelled to do better when they realize their employers are helping them grow as professionals. To do this, present them with suitable internal opportunities. Invest in training, show them the ropes to related aspects of the business, and find ways to maximize their potential.

Promote Work-Life Balance

Even the most competitive benefits and salaries are sometimes not enough to keep employees.

While it’s true that money is a major deciding factor for staying in a company, if your employees don’t have enough free time to enjoy their rewards, it can all amount to nought.

Employees need to have a life outside of work, meaning your demands shouldn’t rob your workers of time and energy for other things. Promoting work-life balance is a must to prevent burnout and ultimately keep your team members happy. Organize company outings, keep the workload reasonable, and embrace individual working styles.

Let Go of Dead Weight

Finally, retaining valuable employees also comes down to weeding out those who bring the team down. Negativity is highly contagious and could influence even the most valuable workers. Let go of employees with a bad work ethic, who spread gossip, or interfere with the work of their colleagues. Although it definitely isn’t be easy to lay off some members of the team, doing so is an ultimately advantageous to the stronger performers and steers the whole company in the right direction with the right people.

All in all, retaining valuable employees boils down to how you treat members of your team: remember they are human and not just mere tools to move your business forward.

Turnover statistics why employees leave
Employee RetentionGuest PostRecruiting

More often than not, it’s considered a loss every time a skilled yet unhappy employee decides to leave the company for any reason. It takes time and resources to find a replacement, which creates a temporary void that needs to be filled and may affect the whole operations of a business.

As a responsible business owner, manager, HR professional, or recruitment agency, you must know the reasons behind high turnover rates so you can mitigate the situation. You wouldn’t want to be that company with that kind of reputation. Potential applicants (and your competitors) may even think there’s something wrong with how you run things.

With millennials making up the majority of the current workforce, it’s deemed prudent to know what makes them tick, so you can make the necessary adjustments. By doing this, you can help them reach their full potential and keep them from leaving their jobs. Here are 10 important statistics to help you understand why employees leave:

  1. 80% of employees leave due to bad hiring decisions.
  2. It takes up to two years for a new hire to match the productivity of a tenured employee.
  3. According to a survey, 31% of 1,000 employees quit in their first six months for different but avoidable reasons.
  4. Companies that support flexible hours and remote working conditions have a 25% lower employee turnover rate.
  5. 65% of employees believe they can find a position offering a higher pay, which gives them more confidence to leave their jobs without fear.
  6. Over 50% of global companies have a difficult time addressing employee retention.
  7. For more than two years, 10-20% of an employee’s salary goes to training.
  8. 50% of employees voluntarily leave in the first two years of employment.
  9. Management transparency generates 30% better retention rates.
  10. 46% of HR managers believe that employee burnout is the reason for half the company’s workforce turnover per year.


How Would a High Turnover Rate Affect Your Business?

A high employee turnover rate will have adverse effects in many areas of your business. When one leaves, the remaining team members are likely going to pick up the slack. This could lead to overtime requests and some delays in their deliverables. Ultimately, this would incur more costs for the company.

If employees are aware that their co-workers are leaving, this may also affect the overall morale of the workplace, prompting others to question their loyalty to the company and think of finding better opportunities elsewhere.

The stress caused by a high turnover rate may lead to lowered productivity in the remaining teams, which can cause more complications in the work environment. Being overworked to compensate for the absence of the former employees would likely affect their health, leading to absenteeism that may cause detrimental effects in task delegation.

All these factors could create a domino effect and cause more employees to leave, so you’ll have to implement quick and efficient recruitment processes that would help avoid creating unpleasant drama that adds stress to the workplace. Always keep in mind that your workforce is your company’s most valuable asset.

If only all your valued employees would never leave the company, it’s going to be easier to steer your company to success. However, this only happens in a perfect world, so there will be those who will leave to search for better opportunities that will be good for their career growth.

It’s going to be your job to create an ideal work environment that promotes a positive workplace where your employees can reach their full potential. Make sure to keep an open mind and be humble enough to realize and work on your weaknesses. Only then would it be possible to retain people and have them work for you for as long as it takes. To help you with that, check this infographic by Manila Recruitment:

This is a guest post by Melanie Alvarez.

Mel Alvarez provides fast, convenient advice to high-growth, innovative teams with specialized recruitment requirements in the Philippines. She also connects top-level candidates to Manila Recruitment’s placement services, through social media and digital channels. As a leading member of the client services team at Manila Recruitment, Mel is passionate about helping clients solve their executive, expert and technical recruitment needs in Manila’s dynamic job market.

Ways to de-stress at work
Company CultureEmployee RetentionGuest Post

We’ve all had days at work where we’re stressed. Where we can’t concentrate, and we worry, and our employees and colleagues irritate us and our workstation feels like the worst place to be.

Mental health problems such as stress, anxiety, depression, and many more can have terrible effects on motivation, productivity, and general wellbeing. Mental health problems can also lead to increases in employee absence.

Fortunately, there are many little ways you can relieve some stress, and reset yourself to conquer your next task and feel a little better about yourself while you’re doing it.

1. Deep breathing

Taking some deep breaths while sitting in your chair is quick and free.

Keep your back straight, and inhale through your nose. Exhale through your mouth and feel the air—and your negative feelings—leave your body. Do this for a couple of minutes. Keep each breath slow and steady. Try to focus on each inhalation and exhalation.

You’ll feel calmer as the stress seeps out of you.

2. Consider a less intense dress code

Sometimes we all just want to wear our comfortable clothes and not worry about working in a pristine formal outfit. Introducing a relaxed dress code in your workplace can reduce stress by granting employees the opportunity to express their personalities through what they wear.

Make sure you canvas opinion from all of your staff to review your current dress code, and accumulate ideas for designing a new one. You might want to consider jewellery and tattoos, too. Many employees will appreciate not needing to hide their ink.

Always make sure your dress code does not discriminate against any persons or groups. And ensure that you keep all policies in your company handbook. Whenever you update a policy, email staff so that they know.

3. Exercise

You could hire a fitness trainer to come in and deliver a fitness class to your staff each week—yoga can be particularly re-energising.

But you could also introduce short breaks into your workplace. The afternoon time following lunch but before employees go home can often be the point in the day when productivity drops. Employees start to feel tired, their bellies might be full, and they’re beginning to check the clock more than they did in the morning, often in anticipation of being able to leave.

To combat this, a 10-minute walk outside in the fresh air could help people refocus their minds for the final hours of their day. If they take their walk with a colleague, a little non-work conversation can really help to distract people.

4. Laugh!

It’s difficult to feel angry, sad, anxious, or even jealous during the exact moment you’re laughing. Laughter soothes tension, helps employees form relationships, and it increases the amount of endorphins that your brain releases.

Laughter’s really good. Having a joke book in the office could be a trivial way of accessing some quick quips. Or, if you feel you need a chuckle to deflate your stress balloon, find the most amusing employee in the office and engage them in a quick chat.

5. Time with your employees and colleagues but away from the office

Perhaps your building has a bar, or there’s a local watering hole nearby. Once work finishes, there’s no harm in a beverage (doesn’t even have to be alcoholic) with your colleagues to wind down, talk about your progress and outside matters like sports, hobbies, and more.

You’ll laugh and learn more about the people you work with while you’re at it.

6. Embrace your creativity

Some of us paint, write, play music, draw—some of us do one, all or none of these.

If you’re a creative person, then keep a notepad nearby. A quick two minute doodle or scribbling down an idea for your next story can really help you to take your mind away from stressful work for just a few moments. After a couple of minutes, you’ll feel lighter and ready to tackle your next task.

7. Music and work?

Some employers let their employees put their headphones on and listen to their music while they work. For many people, listening to their favourite tunes or even a podcast can help them drown out the distractions of workplace chatter and ringing telephones.

Of course, certain employees simply won’t have the opportunity to put their headphones on and block out the world—so perhaps some speakers in the office quietly playing some ambient music instead?

8. Reading

It’s tempting to spend your lunch period replying to text messages and checking the latest news—but you’re surrendering to more screen time.

Get yourself a book. Fiction, a self-help book, a biography, whatever takes your fancy, and aim to read at least five pages while on your lunch break.

You’ll be focusing so much on the escape of another person’s world that you won’t even remember being stressed. And who knows, you might enhance your vocabulary while you’re at it!

9. Ensure you have a healthy lunch

An intense workload is going to cause stress, and clotting your body with unhealthy, sugary food might seem like great instant gratification. However, most jobs provoke a sedentary lifestyle, and a healthy diet will help you keep your weight down, your skin feeling clear, and even promote hair growth.

Not to mention, preparing a healthy lunch can be an exciting activity the night before! Many people find themselves stepping into cooking for the first time when they’re making tomorrow’s lunch.

10. Plan your day

It’s easy to jump from one task to another and make progress without actually completing anything. Create a to-do list every morning, or the night before if you think it’d work better for you, and list the tasks you need to get done during your next shift.

Make a list of realistic tasks, and supplement it with bonus tasks that can wait until another day. If you finish the realistic tasks, move onto your bonus list.

But remember to be aware that stress happens, often without you realising. Take breaks, breathe deeply, listen to your favourite songs, and pack a healthy lunch.


Editors Note: This is a guest post from our friends over at BrightHR in the UK.

Innovative ideas for HR
Employee Retention

We all know that companies worldwide are fighting hard to hire and retain top talent.

In addition to keeping up with the latest trends in technology, businesses today must also plan and implement creative HR ideas or they risk being left behind.

From hiring new employees efficiently, onboarding them enthusiastically, training them strategically and engaging all employees thoughtfully, there are many opportunities to stand out with creative HR practices.

So, let’s take a look at some of the most unique and innovative HR practices that top companies around the world have implemented.

1. Want to Keep Your Best Employees? Offer Them Cash to Quit

When it comes to hiring and firing, there is a sort of unwritten rule that most companies must hire quickly and fire slowly.

But the shoe and accessories e-tailer Zappos swears by the opposite – they claim that the most harm actually comes from hiring mistakes. Their own past hiring mistakes have cost them well over $100 million dollars.

So they came up with a unique solution. During the initial training of a new employee, Zappos offers to pay them for any time spent training plus one month’s salary – and all they have to do is to quit. Only a small percentage of the newbies take the offer, but the committed employees stay and continue to provide the exceptional customer service that the company is famous for.

This approach isn’t limited to just Zappos. Amazon also started their own Pay to Quit program. Amazon’s employees get this offer once a year, the first an offer for $2000 with annual increases of $1000 each year after that, with a maximum of $5000.

2. Develop Mentorship Programs to Engage Employees

Approximately 30% workers in America are now millennials, according to Howe and Strauss.

By 2020 this generation will become 50% of the global workforce, so that means that the war for the best and brightest is happening now.

The Deloitte Millennial Survey 2016 showed that millennials who plan to stay 5+ years at a company are twice as likely to have a mentor. This study only confirms what we already know in our hearts: When a manager is involved in their team member’s training and development, they’re much more likely to stay longer.

But how do you train someone on top of doing your own work? One way you can do this is by training in snippets and showing (not only telling) your employee what good work looks like.

3. Welcome New Hires With High-Fives

A study in the Academy of Management Journal showed that when people starting a new job have a higher level of support, they’re more positive and more productive.

One way to show your support is by organizing a high-five lane for the new employee on their first day at work so that everyone greets and welcomes the newbie by creating a euphoric atmosphere.

It can also be done at the end of the new employee’s orientation – similar to how the company WP Engine ends their orientation, as shown in this video.

If we go by the results of a UC Berkeley psychology professor who examined NBA games for 8 months and concluded that high fives actually played a part in helping teams win, then this practice seems like a great return on the (almost non-existing) investment.

4. Increase Retention With Company-Sponsored Personal Development

Salary, bonuses, free transportation, and insurance benefits are just a few of the items in a classic remuneration package – but things are changing in this regard, too, as modern companies are developing new, creative ways of attracting and keeping top talent. Part of this change focuses on promoting health and well-being by offering great work-life balance and stress-reducing activities such as a free company gym sessions.

One example of this is company-sponsored fitness classes. Alexa Von Tobel, Founder and CEO of LearnVest, offers a gym class to her employees at the start of the work day.

Other perks include endless vacation time and flexible time off – employers are finally realizing that employees do not choose to be sick, injured, or stuck in traffic. Life happens.

5. Create New Feedback & Evaluation Standards to Develop Your Employees

Forget 360-degree feedback systems. Hoping to improve performance simply by supplying anonymous feedback on a leader’s shortcomings without context or details is unrealistic.

The same could also be said for managers providing feedback for their team members — the rigid evaluation sheet is a thing of the past.

Instead, try this: T.H.I.N.K and be S.M.A.R.T. Stay focused and compassionate during the feedback discussion (with an emphasis on discussion) by asking yourself the following questions: “Is it True?”, “Helpful?”, “Inspiring?”, “Necessary?” and “Is what I’m about to say Kind?”.

When providing feedback, make sure it’s: Specific, Measurable, Actionable, Relevant and Timely.

Keeping these two acronyms in mind during your next evaluation discussion with your teammate will help you separate constructive feedback from opinions that are better kept to yourself.

6. Reimagine the Standard Workspace to Keep Things Interesting

It can be easy to forget that millennials were in school only a few short years ago, where they spent quite a bit of time trying to be engaged (even though they weren’t always), so they can be pretty skilled at pretending to be engaged.

Placing them at a standard desk for an entire workday, giving them classroom-style training and asking them to participate in long, drawn-out meetings in a standard meeting room can result in lost interest – and the worst part is that you may not know it until they hand in their resignation letter.

A few alternate ideas include unassigned workstations, getting rid of private offices, and increased connectivity – as the real estate giant CBRE recently discovered after relocating to a more creative working space.

In their internal survey, 83% of employees reported feeling more productive from working collaboratively in a smaller space.

7. Help Your Employees Give Back by Matching Charitable Contributions

Speaking of millennials, 75% of them believe that businesses are too focused on their own agendas and not focused enough on improving society. Additionally, Cone Research found that 79% of people favor working in a company that is socially responsible; while 79% of people believe it’s important that their employer matches their charitable giving.

Since most employees wish to work for companies that are on a mission to change the world, ideas like matching employees’ charity donations and encouraging employees to spend a few paid days every year volunteering in their community are welcomed.

An easy activity that the HR department can organize is workplace giving – meaning the employer makes it possible for the employees to make monetary donations directly from their salary. This, the America’s Charities 2015 Snapshot claims, is a common component of employee engagement.

It’s a win-win for everyone.

Some of these companies are so original in their HR strategies and so transparent in their thinking that it’s easy to make our heads spin — but proper dedication and execution can make all the difference in making sure you fill your organization with the right people.

A couple of questions for you:

Does your company have some innovative HR practices? What kind of impact have they had on the company? Share your experiences in the comments below!

Employee retention best practices
Employee Retention

Let’s face it: Finding a replacement after a key employee leaves can be downright exhausting. It costs time, money, and — let’s be honest — a little patience.

The higher our employee turnover rates become, the more time we spend training new employees again and again and again.

The average total turnover among all industries in 2015 was 16.7%, with a voluntary turnover of 11.6%.

In short, it doesn’t matter how big your business is — it’s a pretty significant cost that can’t be overlooked.

I know what you may be thinking: “OK, OK, but what can I do about it?”

Well, the good news is that while employee turnover may be inevitable, there are some big (and often overlooked) things you can do to stay competitive and keep top talent.

If you want to keep your best people around longer, read on to discover the realities of employee turnover, as well as best practices to improve employee retention for your company.

Employee Turnover Rates: What You Should Know

Massive droves of rapidly fleeing employees aren’t just a problem for bad employers; almost all businesses experience this problem at some point.

In fact, 32% of employers say that they expect their employees to job hop (and know this even during the hiring process).

Employee turnover costs more than you might think, too.

The costs vary highly from business to business, but they’re still pretty mind-boggling.

For example, a CAP study found that even high-turnover, low-paying jobs that earn under $30,000 a year still cost a whopping 16% of the employee’s salary. This means that replacing an employee that earns $10 an hour would cost over $3,000.

The reality is that the more an employee progresses in their company and role, the more losing them will cost.

So, it’s really no wonder why many companies are making employee retention a major priority.

Factors that Contribute to High Employee Turnover Rates

So, what causes higher turnover rates in great companies?

Everything from having more career pressure placed on employees to bad management can make great employees jump ship.

With the job economy being the way that it is, it’s hard to imagine that turnover rates are as high as they are.

Why is it that people are consistently leaving their jobs when it’s so difficult to find new ones?

Here are some of the biggest factors that contribute to employees fleeing for greener pastures:

Scenario 1: Bad management.

The truth is that your leaders ultimately set your company culture, and having a manager your employees can trust and be inspired by is essential to keeping people around.

Scenario 2: Feeling undervalued.

Who doesn’t like feeling appreciated? Really, though — as it turns out, feeling undervalued is one of the biggest reasons employees go running.

Believe it or not, getting a scheduled pay raise isn’t always enough — most employees need fairly consistent acknowledgment that their work is both good and appreciated.

Scenario 3: Low pay.

If you’re offering pay that isn’t competitive, you might as well leave your help wanted ads up permanently. It’s competitive out there!

Scenario 4: The stress is too much.

Have you ever thought, “this job isn’t worth what I’m making?” That’s a thought most of us have had, but if your employees have it too often, you’ll lose them fast.

Some jobs have stress that’s too much, and whether it’s because of unrealistic demands from clients or management or because they’re picking up the slack when the business is understaffed, we all have our breaking point.

Scenario 5: Stagnation.

Many good employees will go into a new job and work hard to climb the ranks. These are the employees we really want to keep on board, because they’ll likely become our top talent.

If high-achievers stay stuck in the same position or aren’t given enough responsibilities, they’ll get bored, restless, and disengaged (in other words: NOT good for your employee retention rate).

Best Practices for Improving Your Employee Retention Rate

Some employee turnover is inevitable. If you’ve found a way to maintain perfect employee retention for 10+ years, then you’re most definitely magic.

For the rest of us, the best thing to do is to double down on improving employee retention rates.

Luckily, there are a number of awesome ways to keep your best talent around:

Solution #1: Hire off of referrals.

That old saying “it’s not what you know but who you know” is at least a little true — and hey, there’s nothing wrong with that. Your employees will refer you to people they actually want to work with.

Several studies have backed this up. One study found that traditional recruiting had a 20% retention rate after 2 years, while recruiting from employee referrals had a 45% retention rate for the same time period.

And that’s a massive difference that shouldn’t be overlooked.

Solution #2: Give regular raises.

Most employees want raises about every twelve months.

One study actually found that about 35% of workers said they would start looking for a new job if they didn’t receive a raise in 12 months.

Raises should be given both annually and when an employee gets a promotion.

Solution #3: Recognize value.

We discussed above how feeling undervalued is a reason employees leave, so it only makes sense that recognizing their value will keep them around.

While some companies use cash bonuses for a job well-done, a sincere acknowledgement can actually go just a little bit further.

Giving employees credit and validation for their work will make them feel great, and who doesn’t like feeling great? Training your company’s leaders and managers to recognize and vocalize their employees’ value will go a long way.

Recognizing value can also mean trusting your employees with appropriate levels of increasing responsibility as they’re ready for it.

Telling a worker that you know they’re ready to take the lead on a big project will let them know that you value them, and it will keep them engaged and growing.

Even if you’re taking a chance by giving them new (and bigger) responsibilities, the fact that you believe in them will go a long way.

Solution #4: Offer continual coaching.

We naturally (hopefully) want our employees to continue to get better and better, so it’s no surprise that our best employees want the same thing for themselves.

Offering continual education is crucial to their personal growth and their growth within your company. Conferences, courses, and one-on-one feedback will boost their performance and show them that you want them to advance in your company.

Final Thoughts

Keeping your employees is far from easy, especially with the consistently revolving door that many businesses are experiencing — which is why focusing on employee retention is vital.

With the high costs of recruiting, hiring, and training new employees, it’s an exceptionally important investment that brands and businesses of all sizes should be making.

How does your company lower employee turnover rates? Let us know in the comments below!