Every employee has individual needs and perspectives. For a thriving workplace – and strong employee retention – it’s critical that all voices are lifted. Showing your team that each person’s motivations matter not only increases morale and engagement but brings greater purpose to the organization.

Cielo experts share seven ways to create a successful retention program that’ll energize employees and talent leaders alike:

1. Utilize technology

The internal mobility process should be authentic and transparent, backed by technology that makes finding the right jobs/talent within the organization as easy as possible for both hiring leaders and employees. Internal talent should have a development plan, and hiring leaders must map clear career paths and succession plans. Tech that can match those components, provide upskilling/reskilling recommendations, and highlight growth areas and job opportunities should be at the forefront of consideration.
– Rebecca Volpano, Vice President – Product Management

2. Make it personal

By adopting a more personalized and holistic approach to employee engagement and development, talent leaders can more easily focus on the individual. Pay attention to each employee’s motivators through regular one-on-one meetings and aligning projects and work initiatives to their personal values and passions. Support well-being and foster an inclusive work environment that promotes open and safe communication. Understand employees' career goals and aspirations and provide clear support and development plans that allow employees to achieve and grow.
– Eric Williams, Senior Vice President – Strategic Accounts

3. Lead with flexibility

Only when leaders design an adaptive work environment – that better aligns with employees’ personal values, career and life priorities – can they adjust retention strategies to get the right roles to the right employees at the right time and with the right support. This starts with deep insight into what makes each employee tick, and it can be gathered through regular engagement tools such as in-depth surveys, one-to-one conversations, and direct feedback mechanisms.

Each individual’s unique aspirations can become the organization’s blueprint for personalized growth and development. Bring this to life through individualized development plans, work-life balance, and flexible working hours that allow them to function at their best – including extensive options for remote or hybrid work. Providing this flexibility invites employees to devote themselves to you and your company.
– Chase Wilson, Senior Vice President – Solutions & Product Innovation

4. Foster all-around well-being

Be on top of understanding and applying competitive base salaries or hourly wages to stay aligned to the market. Provide flexible scheduling and reduced workdays wherever possible, including allowing employees to work from home. Having minimal requirements for “mandatory office days” and a clear hybrid work policy goes a long way for employee health and satisfaction.

Foster growth and offer professional and personal development through learning opportunities, individual development plans, and organized performance reviews with employees. Wellness offerings can provide additional support for well-being. Hire for cultural fit versus only focusing on competencies and skills. And create a diverse working environment and culture that people want to be a part of. That feeling of being in the right place with the right people impacts retention massively.
– Kirsten Mayer, Executive Vice President – People & Culture

5. Honor employee passions

Providing opportunities for employees to contribute meaningfully through projects that resonate with their personal passions and beliefs can foster a sense of fulfillment and connection. The personal development plan needs to truly live up to its name – talent leaders must demonstrate a commitment to the individual growth, needs and life aspirations of their employees.
– Shailesh Singh, Director – Business Development

6. Acknowledge the bigger picture

Retention to save costs is a miscalculation – employee retention strategies need to be very well-defined. Create a culture where the individual can find purpose and fulfill their needs. And be open to understanding that most people don’t see their purpose in work but outside of work. Focus on the company’s growth and health, and let people participate in both through share schemes. Many companies focus on purpose because they don't want to pay the going rate or give the employees part ownership of the company, even though this is proven to be the best way to elicit the best performance.
– Felix Wetzel, Vice President – Product Management

7. Create a supportive culture

An inclusive culture that feels good to be a part of, comprised of diverse people who appreciate one another, contributes significantly to an organization’s success. Leaders can create a great culture by consistently showing employees they are valued as individuals and contributors, regardless of their role or tenure. Encouraging employees to better understand who they are for the job at hand, for themselves and their lives outside the company helps them more easily manage work demands. Not only can this help them more effectively resolve conflicts between work and life, but it can also help them align with their purposes and sensibilities. Helping employees discover what they love and want to do at work is a unique niche only they can fill but learning opportunities – both formal and informal – are invaluable.

An employee voice that’s encouraged, respected, heard and served is at the core of a focused and effective retention strategy. Authentic two-way communication truly engages every employee. Raising awareness is one thing, but effective communication keeps employees informed about successes and challenges while making them feel they’re a part of the process. Frequently scheduled check-ins and ongoing feedback sessions that allow employees to address any issues and concerns promptly help them know that the organization is there for them and encourage them to own their careers in today’s challenging economy. Last but certainly not least, by customizing employees’ benefits and perks to meet their needs, such as wellness programs, educational benefits, and flexible spending accounts, organizations can meaningfully enhance employees’ total work experience.
– Chase Wilson, Senior Vice President – Solutions & Product Innovation

An employee retention program centered around individuals’ goals and perceptions brings bright benefits to all. Team members who feel heard and supported grow, fostering greater impact at work and home. By implementing a thoughtful employee retention program, you’ll create a resilient workforce that’s committed to organizational success.