How to Navigate Your Culture During the Great Retention

How to Navigate Your Culture During the Great Retention

The job market has undergone significant changes in recent years, giving rise to trends reshaping how we think about work. First, we saw the "Great Resignation," where employees left their jobs in droves, seeking better opportunities, flexibility, or simply a change of pace. 

Now, a new trend is emerging: "The Great Retention." While it may sound positive, this trend has challenges, particularly for HR and People & Culture leaders who have spent years building a positive workplace culture.

What is "The Great Retention"?

"The Great Retention" refers to the growing number of employees staying in their current roles longer than they might prefer due to fears surrounding the job market. Economic instability, the rising cost of living, and concerns about job security have made employees hesitant to take risks by seeking new opportunities. 

Instead of resigning, they’re choosing to stay put—often reluctantly.

While employee retention is generally a positive metric, "The Great Retention" brings with it a unique set of risks. Employees who stay in unhappy roles can inadvertently negatively impact the workplace, undermining team morale and the overall workplace culture.

How Discontented Employees Impact Workplace Culture

When employees feel trapped in a job they no longer enjoy, their dissatisfaction can manifest in several ways. Disengagement is often the first sign—these employees may mentally check out, leading to decreased productivity and a lack of enthusiasm for their work. Over time, this disengagement can spread like a contagion, affecting other team members and eroding the positive aspects of the workplace culture.

These employees may develop negative attitudes, resist change, or even conflict with colleagues. This can lead to a more overtly toxic work environment, where tensions run high, collaboration breaks down, and trust among team members diminishes. The impact can be profound, making it essential for HR and People & Culture leaders to address the situation proactively.

Turning a Challenge into an Opportunity: Strategies for HR Leaders

While "The Great Retention" poses challenges, it also presents an opportunity for HR and People & Culture leaders to re-engage their workforce and strengthen their company culture. Here’s how:

1. Proactive Communication: Open dialogue is key to understanding the underlying concerns of employees who feel stuck. Regular check-ins and stay interviews can help HR leaders gauge employee satisfaction and identify issues before they escalate. By listening to employees' concerns and showing empathy, leaders can create a more supportive environment that encourages employees to express their feelings honestly.

2. Employee Engagement Initiatives: Re-engaging disillusioned employees requires a renewed focus on their professional development. Offering skills-building opportunities, career growth, and internal mobility can reignite their passion for work. Personalized development plans, tailored to align individual goals with the organization’s objectives, can help employees see a clear path forward, making them feel valued and motivated.

3. Fostering a Positive Work Environment: Promoting a culture of recognition and appreciation is crucial for boosting morale. Regularly acknowledging employees' contributions, big and small, can significantly affect how they feel about their work. Additionally, addressing toxic behaviors early on—whether through coaching, counselling, or mediation—can prevent negative attitudes from taking root and spreading.

4. Optimizing Exit Strategies: In some cases, re-engaging an employee may not be possible. For those unlikely to find satisfaction in their current role, it’s important to assist them in finding new opportunities, even if it means leaving the company. Developing a robust offboarding process that maintains a positive relationship with departing employees can help ensure their exit doesn’t negatively impact the team.

What’s next?

"The Great Retention" is a complex trend that HR and People & Culture leaders must carefully navigate. The key lies in understanding employee concerns, fostering a supportive environment, and taking strategic actions to mitigate the impact of this trend on workplace culture.

Building a recognition culture at your workplace is one of the most important tactics you can implement today to turn potential risks into opportunities for growth and positive change.

Photo by Arlington Research on Unsplash