How to Develop Retention Strategies for Challenging Markets

How do you ensure your team is still with you after a round of unnerving corporate chaos? We were working with Melissa (not her real name), the Vice President of a rapidly growing national firm who called for help because three people had resigned in the past two weeks. And if you’d asked her two weeks before that, she wouldn’t have told you that any of them were flight risks. As she explained the situation, Melissa’s department was in the middle of a major reorganization resulting from changes in the industry. The reorganization would shift an entire team’s work to an external partner (and several team members were moving over to the partner company.) Some roles would merge, and a few people would be reassigned or given exit packages. Melissa told us, “I thought we were doing good with our communication, and that everyone understood. We’ve been working so hard at our day jobs plus preparing for the transition. Then these three resignations—we can’t afford to lose anyone else. We have important work to do after the transition.” ❖ Melissa and her team started the change process with a clear communication plan. The company had retention bonuses in place to help affected team members stay through the finish line, and they clearly defined the process, roles, and timelines. They’d also involved the team in early decision-making. These are all good practices and we recommend them as you navigate chaotic changes. And—there are some additional employee retention strategies you can use to help your team move through these changes with confidence: ❖ Invest in Clarity with Cultivating Checks for Understanding ❖ Communication doesn’t mean you said it (or sent it). Clear communication means everyone has received and internalized critical messages. Would you bet $1000 of your own money that each team member (not just your direct reports) could clearly explain what's happening? If not, check for understanding with frontline team members - to hear them describe the plan in their own words. Then work with your managers on their communication. ❖ Re-Recruit Your "A" Players ❖ Re-recruit your top talent by connecting and communicating how much you value them. Help them see their future opportunities and how you’ll support their growth and development. ❖ Get Their Hands in the Future ❖ When you have team members who will stay on with the team after the change, get them working on that future. If their hands are deep into a project that builds the future, they can feel that future is real—and includes them. And that helps quell the uncertainty. ❖ Maintain Relationships and Lines of Communication ❖ When one-on-ones feel the most difficult to maintain, that’s often when you need them the most. Those regular, individual check ins give you a chance to use all these employee retention strategies in a connected, relevant way. I'd love to hear from you - what would you add? #leadership #leadershipdevelopment #retention cc: Karin Hurt Let's Grow Leaders

I'm seeing a clear pattern emerge - today's retention challenges often trace back to unaddressed burnout. While wellness apps and unlimited PTO look appealing, they can mask deeper organizational issues that drive valuable team members away. Consider this: According to recent studies, employees who experience burnout are 2.6x more likely to seek new jobs. The cost? Far beyond recruitment - we're losing institutional knowledge, team dynamics, and client relationships. Hard questions worth asking: - Does your hybrid model secretly demand 24/7 availability? - Can your team genuinely disconnect during PTO without facing an avalanche upon return? - Are your "optional" wellness initiatives creating subtle pressure to participate? - Do performance metrics account for sustainable work patterns? I've learned that retention strategies focusing on preventing burnout - rather than just treating its symptoms - yield more sustainable results. Sometimes, removing unnecessary meetings does more for retention than adding another wellness perk. What unexpected connections between burnout and retention have you observed in your organization? #LeadershipDevelopment #EmployeeRetention #WorkplaceCulture #BurnoutPrevention #TalentManagement #HR

This is just one story about how I helped a small business improve its employee retention. It's a story that many warehousing companies can relate to. A few years ago, I started working with a client in the warehousing industry. They were struggling with high turnover rates and couldn't seem to keep their employees engaged. The HR department was at a loss, trying various strategies without success. That's when I stepped in to help. We began by venturing deep into the heart of the issue: → Employee feedback → Work environment assessment → Communication channels → Career growth opportunities Through surveys and one-on-one interviews, we uncovered valuable insights. Employees felt undervalued and lacked clear paths for advancement. Armed with this knowledge, we crafted tailored solutions: → Implemented a recognition program → Created skill development workshops → Established mentorship opportunities → Improved internal communication As we rolled out these initiatives, we saw a gradual but significant change. Employee satisfaction scores started to climb. Turnover rates began to decrease. The warehouse floor buzzed with a new energy. Managers reported increased productivity and fewer conflicts. It wasn't an overnight success, but the progress was undeniable. The key was listening to the employees and addressing their specific needs. We didn't rely on generic solutions or one-size-fits-all approaches. Instead, we built a strategy around the unique culture of the company. So, if you're facing retention issues in your company, remember: The solution isn't always obvious, but it's there. You just need to be willing to listen, adapt, and implement. Who knows? Your company could be the next success story.