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Top 4 Ways to Retain Top Talent During the Period of the Great Resignation

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In any organization, retaining top talent is essential to maintain a competitive edge. However, this can be a challenge during periods of economic upheavals, such as the current period of the Great Resignation. In order to retain top talent during these periods, organizations need to focus on creating an environment that is supportive and motivating. This means providing opportunities for professional development, offering competitive compensation and benefits packages, and fostering a culture of collaboration and respect. By taking these steps, you can ensure that your organization will be able to weather the storm of the Great Resignation.

1. Offer attractive incentives

Offering attractive incentives can play a major role in retaining your top talent. There are a number of different types of incentives. Still, not all of them are equally effective. In order to ensure that your incentives have the desired effect, choosing ones that are well-suited to your business and your employees is essential. For example, offering cash bonuses is a popular form of incentive, but it is not always the most effective for those who may have competitive salaries. In some cases, employees may be more motivated by other types of rewards, such as paid vacation time or extra days off. For start-ups or companies with stock options as part of their compensation plans, offering additional equity or stocks can be a great way to retain and motivate employees, especially if these incentives align with performance measurements. By choosing the right type of incentive, you can ensure that your employees will be happy where they are no matter what The Great Resignation throws at you. 

2. Add a rotational work program into the mix

A rotational work program can offer many benefits to employees and employers alike. For employees, it can provide an opportunity to develop new skills, expand their network of contacts, and gain exposure to different aspects of the company. For employers, a rotational work program can help foster a culture of learning and innovation and lead to improved retention rates. Furthermore, it can also help prevent boredom and burnout by regularly providing employees with a change of scenery and new challenges. In today’s competitive business environment, organizations that can offer their employees opportunities for career development are often the ones that succeed in attracting and retaining top talent. Especially now in times of The Great Resignation, a rotational work program can be an important tool for any organization that is looking to stay ahead of the curve. 

3. Begin a mentorship program

A mentorship program can offer a number of benefits for both employees and employers. A mentor can guide and support employees as they navigate the workplace. A mentor can also be a valuable source of information, helping mentees to develop the skills and knowledge they need to be successful in their career. From how to manage the corporate ladder to creating meaningful work relationships with senior executives, a mentor can be a gold mine of support, information, and experience to elevate your career in multiple ways. Meanwhile, employers can benefit from mentorship programs by developing a pool of better equipped talent to meet the business’s demands. With all these benefits, mentorship programs can help to improve employee retention rates by fostering a sense of connection and belonging within the workplace. Ultimately, a mentorship program can be a win-win for both employees and employers. 

4. Create a culture of collaboration

Given the elements of remote and hybrid work, our work life is no longer confined to 4 walls of a building. Since culture is so key to the organization’s success, creating a culture of collaboration is important. One of the most important aspects of creating a collaborative environment is trust. When team members feel that they can trust each other, they are more likely to open up and share ideas. This can be fostered by encouraging open communication and being transparent about decision-making. Employees who feel like they have a voice within their organization and are valued are more likely to stick around, and potential recruits will be more likely to consider an organization that values teamwork. Therefore, building and investing in a culture of collaboration is not only good for employees, but it’s also good for business.