Retention Strategies That Work

Retaining your best employees isn't as hard as you think Retention isn’t about free lunches or ping-pong tables. Here are 5 ways to do keep your best people..... It’s about creating an environment where people see a future, feel valued, and know their work matters. 𝗕𝘂𝗶𝗹𝗱 𝗟𝗲𝗮𝗱𝗲𝗿𝘀, 𝗡𝗼𝘁 𝗝𝘂𝘀𝘁 𝗠𝗮𝗻𝗮𝗴𝗲𝗿𝘀   Most turnover issues trace back to leadership. Employees leave managers, not companies. Too many construction firms promote great tradespeople into leadership without giving them the tools to lead. Invest in leadership development so your supervisors and foremen know how to coach, communicate, and develop their teams—not just push production. 𝗖𝗿𝗲𝗮𝘁𝗲 𝗮 𝗖𝗮𝗿𝗲𝗲𝗿 𝗣𝗮𝘁𝗵, 𝗡𝗼𝘁 𝗝𝘂𝘀𝘁 𝗮 𝗝𝗼𝗯 Good employees want to know where they’re going. If they don’t see a future with you, they’ll find one somewhere else. Map out clear career paths, provide skill development opportunities, and make promotions intentional—not just a reward for sticking around. 𝗛𝗶𝗿𝗲 𝗳𝗼𝗿 𝗙𝗶𝘁, 𝗧𝗿𝗮𝗶𝗻 𝗳𝗼𝗿 𝗦𝗸𝗶𝗹𝗹 Retention starts at hiring. Bringing in the wrong people creates frustration for everyone. Hire employees who align with your company’s values and work ethic, then invest in training to build their technical skills. A good cultural fit will stay and grow with you, but a bad one will create headaches until they leave (or worse, stay and poison the culture). 𝗣𝗮𝘆 𝗖𝗼𝗺𝗽𝗲𝘁𝗶𝘁𝗶𝘃𝗲 𝗪𝗮𝗴𝗲𝘀, 𝗯𝘂𝘁 𝗙𝗼𝗰𝘂𝘀 𝗼𝗻 𝗧𝗼𝘁𝗮𝗹 𝗖𝗼𝗺𝗽𝗲𝗻𝘀𝗮𝘁𝗶𝗼𝗻 Money matters, but it’s not everything. Employees also want stability, respect, and benefits that support their families. Competitive wages, solid benefits, and performance-based incentives show employees you value them beyond a paycheck. 𝗥𝗲𝗰𝗼𝗴𝗻𝗶𝘇𝗲 𝗮𝗻𝗱 𝗥𝗲𝘁𝗮𝗶𝗻, 𝗗𝗼𝗻’𝘁 𝗝𝘂𝘀𝘁 𝗥𝗲𝗽𝗹𝗮𝗰𝗲 Too many construction companies focus more on recruiting than retaining. A simple thank-you, public recognition, or growth opportunity can go further than you think. When employees feel seen and appreciated, they stick around. Retention isn’t rocket science—it’s about leadership, culture, and making people want to stay. The companies that get this right will win the long game. Any one of these will make a positive impact The best contractors are doing all of them

Stop replacing employees who leave. Start fixing why they want to leave in the first place. Retention isn’t about hiring faster. It’s about leading better. Most people don’t leave because of one bad day. They leave because the system makes it hard to stay. We've all experienced companies: ↳ Refill roles without addressing root issues. ↳ Ignore workload, boundaries, and mental space. ↳ Let bad behavior slide because "they deliver." ↳ Ask for input, but never act on it. People stay where they're seen, safe, & supported. 6 ways companies can fix the real retention problem: 1️⃣ Stay Conversations ↳ Ask engaged team members why they stay and then build on it. 2️⃣ Support Over Perks ↳ Make rest, flexibility, and clarity non-negotiable. 3️⃣ Growth Maps ↳ Help people see what’s next and how to get there. 4️⃣ Culture Debt Audits ↳ Address the stuff no one talks about before it costs you more. 5️⃣ Responsive Leadership ↳ Feedback should lead to action, not silence. 6️⃣ Stop Blaming Turnover ↳ Fix what’s broken in the system instead of blaming the people who leave. Retention doesn’t start with job postings. It starts with the day-to-day experience. Fix the foundation and people will stay. Сredit: Angela Lau ( go follow her )

🔥 A bigger paycheck won't fix a toxic workplace. You don’t retain great talent with money. You do it with meaning. ✅ Here’s how to build a culture that people actually want to stay in: → Trust your team to do what you hired them for. ↳ Micromanagement kills confidence. Let them lead. → Measure outcomes, not activity. ↳ Empower people to solve problems their own way. → Give feedback that fuels, not controls. ↳ Make it constructive, consistent, and respectful. → Let decisions happen at every level. ↳ Autonomy drives ownership and innovation. → Celebrate wins like they matter. ↳ Recognition isn't a perk. It's a performance driver. → Invest in your people’s growth. ↳ Development is the new retention strategy. → Invite new ideas, even if they challenge you. ↳ Creativity thrives where safety exists. → Respect their time like it's your own. ↳ Fewer meetings = more trust + less burnout. → Protect work-life balance at all costs. ↳ Happy humans are productive humans. → Lead with trust. Always. ↳ Your culture is built in the quiet moments of empathy. 💬 What’s one small cultural shift that made a big impact on your team? 🔁 Know someone trying to build a better workplace? Send this their way. #LeadershipDevelopment #EmployeeExperience #CultureMatters #RetentionStrategies #PeopleFirst

Your best employee quits. Not a big deal? Think again. The $50,000+ employee who left? Here's the real cost: • $25,000–$100,000+ in direct costs (Recruitment, onboarding, training, and administrative expenses) • Months of lost productivity (It often takes a new hire months to reach full effectiveness) • Damaged team morale and momentum (The impact on coworkers and workflow can linger long after someone leaves) But here’s what most leaders miss: It’s not just about the money spent to replace them-it’s about the systems that drove them away in the first place. 3 Silent Signs Your Best People Are Checking Out: 1. Recognition Desert Their strong performance is expected, not celebrated. Feedback is mostly criticism, rarely praise. They stop sharing new ideas. 2. Compensation Theater Promised “market adjustments” never arrive. Raises are replaced with excuses. They’re asked to do more, but paid the same. 3. Leadership Vacuum Micromanagement is disguised as “oversight.” Suggestions and feedback vanish into a black hole. They feel replaceable, not essential. The Solution? Build Systems That Keep Your Best ✅ Proactive Value Recognition Market-rate pay is the baseline, not the goal. Reward excellence before they have to ask. Make compensation transparent and fair. ✅ Clear Growth Architecture Define real advancement paths-and follow through. Invest in developing internal talent before hiring externally. Create opportunities that challenge and engage your people. ✅ Leadership That Inspires Build psychological safety-don’t just talk about it. Give autonomy with real authority. Create a culture people want to stay in, not escape from. Bottom Line Retention isn’t just an HR initiative. It’s a business imperative. Fix your systems now-or watch your best talent walk out the door, taking their potential (and your investment) with them. 👋 I help organizations reduce turnover and build sustainable leadership systems. ♻️ Share if your network needs this wake-up call.

Money doesn't make great employees stay: Culture does. I've seen companies throw cash at retention. It rarely works. Here's what keeps top performers: 1. Autonomy in Decision Making ↳ 89% quit when they can't make their own choices 𝗧𝗵𝗲 𝗥𝗲𝗮𝗹𝗶𝘁𝘆: Micromanagement kills innovation. 𝗧𝗵𝗲 𝗦𝗼𝗹𝘂𝘁𝗶𝗼𝗻: Set outcomes, then step back. 2. Impact Visibility ↳ 76% feel their work goes unnoticed 𝗧𝗵𝗲 𝗥𝗲𝗮𝗹𝗶𝘁𝘆: Stars need to see their impact. 𝗧𝗵𝗲 𝗦𝗼𝗹𝘂𝘁𝗶𝗼𝗻: Link their work to company wins. 3. Growth Investment ↳ 20% more in development = 59% less turnover 𝗧𝗵𝗲 𝗥𝗲𝗮𝗹𝗶𝘁𝘆: Stagnation kills performance. 𝗧𝗵𝗲 𝗦𝗼𝗹𝘂𝘁𝗶𝗼𝗻: Fund personal growth. Track it. Great talent doesn't leave great cultures. They leave environments that cap their potential. What retention strategy works in your company? Share below 👇 ♻️ Found this valuable? Share it with your network. 🔔 Follow me, Ali Mamujee, for more content like this. Inspired by: Dr. Alex Young

Self-reported employee turnover risk is at its highest point since 2015. Gallup's recent measure shows 51% of U.S. employees are either watching or actively seeking a new job. While the Great Resignation wave has stabilized, employees' long-term commitment is the lowest in nine years. The cost of replacing employees is staggering: - Leaders/Managers: 200% of their salary - Technical roles: 80% of their salary - Frontline employees: 40% of their salary The good news? Employee discontent and voluntary exits are highly preventable. 42% of employees who left in the past year believe their departure could have been prevented by their manager or organization. Key Takeaways for Managers: **Initiate Regular Conversations**: Engage with your team proactively. 45% of employees who left did not have any proactive job satisfaction discussions in their final three months. **Discuss Career and Compensation**: 30% of leavers cited additional compensation and benefits as retention factors. Career advancement opportunities are crucial. **Build Strong Relationships**: 21% of leavers wanted more positive interactions with their manager. Weekly meaningful conversations can boost engagement fourfold. **Remove Barriers**: Address organizational issues and workload concerns. Nearly a quarter of turnover could be avoided if these were tackled. Managers, the power to prevent turnover is in your hands. By engaging in regular, meaningful conversations and addressing key concerns, you can create a work environment where employees feel valued and committed. #EmployeeEngagement #EmployeeRetention #Leadership #WorkplaceCulture #TalentManagement #GreatResignation #CareerDevelopment #GallupResearch #BenWigert

“People don't leave jobs, or companies, when they quit. They leave managers…” … right? ^This statement is a popular but I actually think it’s grounded in a fundamental flaw.   Let me tell you why:   Because sometimes there are procedures & HR practices that companies can build into their operating culture to *ensure* a better experience for *both* employees and managers and significantly reduce friction points that tend to come up. At Top Employers Institute we survey the HR and talent teams of more than 2,400 global multinational organizations to help them understand which people practices most correlate to business outcomes that matter (i.e. profitability, revenue growth, retention, promotion rates, and employee engagement). We then help them benchmark their people practices through a rigorous certification process so that they don’t *just* claim to be a Top Employer, but earn the validated (data-backed) status of certified Top Employer. In our 2025 data, we found that the fastest growing priority for HR and talent teams is *Talent Acquisition & Retention*.   What’s the best talent acquisition and retention strategy? Step 1: retain the great people you already have. Here are 7 people-practices we found most correlate to lower voluntary turnover: 1) Offering Loan Repayment support (19% lower voluntary turnover) 2) Encouraging community involvement by offering a financial contribution to employees fundraising for good causes (17% lower voluntary turnover) 3) Initiatives that are designed to support and empower women in the organization (17% lower voluntary turnover) 4) Recognition awards for innovation (16% lower voluntary turnover) 5) Empowering employees to manage their own work hours and location (16% lower voluntary turnover) 6) Consistently offering mentoring/coaching for career development (16% lower voluntary turnover) 7) Offering the benefits for home office expenses when work needs to be done outside of the office (15% lower voluntary turnover) When organizations align people-practices to best support employees and managers, it can limit friction points, reduce stress, and deliver greater results. Outside of your manager, what are some of the benefits or workplace practices that keep you happy with your employer? Comment your thoughts below.

Don't overcomplicate employee retention - Here's how to keep top performers: 1. Recognize their work ↳Say thank you often, celebrate wins, and show your appreciation 2. Make them feel valued ↳Respect your people, treating them as adults and including them in decisions 3. Pay them fairly ↳Compensate generously, and don't ignore benefits and bonuses in addition to base pay 4. Be transparent ↳Communicate openly and honestly, not just on small things, but on the hard and nuanced ones too 5. Give helpful feedback ↳Provide actionable feedback frequently, emphasizing both strengths to lean in on and opportunities to work on 6. Show you trust them ↳Refrain from micromanaging and give them the freedom to work independently 7. Provide growth opportunities ↳Invest in their career, providing stretch roles and projects, and chances at promotion 8. Serve as a mentor ↳In addition to providing opportunities, ensure employees have a trusted person they can turn to for advice and coaching 9. Highlight impact ↳Define a mission, ensure the work is aligned with that purpose, and show the employees how they're directly contributing 10. Encourage balance ↳Push people to take time away, ensure top leaders model doing so, and give flexibility whenever you can 11. Hire great leaders ↳Know that who you put in senior roles sends massive signals, and hire and promote accordingly 12. Be fair ↳Avoid favoritism and use merit and consistent standards to drive personnel decisions Harsh truth: If you're losing too many top performers, it's not their fault, it's yours. Put in the work to create a culture that they want to be a part of, And you'll be able to build and keep great teams. What other retention tips would you suggest? --- ♻ Repost to help leaders retain their best people. And follow me George Stern for more content like this.

A well-trained team isn’t a company expense. It’s your greatest competitive advantage. Great leaders know this key to success: Notice how some teams excel, while others struggle? What's the secret? Investing in employee training and creating a workplace they love. ✅ Training enhances skill sets.  ↳ Employees gain new skills, making them more effective and valuable. ✅ Motivation and loyalty soar.  ↳ When employees feel valued, they stay and contribute positively. ✅ Turnover costs drop.  ↳ Retaining trained employees saves money on hiring and onboarding. ✅ A strong workplace culture grows.  ↳ Supportive environments boost engagement and satisfaction. Don’t miss these strategies: 1️⃣ Offer continuous training programs to keep skills sharp. ↳ Implement a monthly "Lunch & Learn" session where employees can gain new knowledge from internal or external experts. 2️⃣ Create mentorship opportunities for career growth. ↳ Pair new hires with experienced employees for a structured 90-day mentorship program to accelerate learning and engagement. 3️⃣ Foster a culture of recognition and appreciation. ↳ Set up a "Kudos Wall" (physical or digital) where employees can publicly recognize their colleagues' great work. 4️⃣ Encourage open communication between employees and management. ↳ Hold regular "Ask Me Anything" (AMA) sessions with leadership to create transparency and trust. 5️⃣ Provide clear paths for career advancement. ↳ Develop career roadmaps for each role and discuss growth opportunities in one-on-one meetings. 6️⃣ Ensure work-life balance with flexible policies. ↳ Introduce "Focus Fridays" with no meetings to allow deep work and flexibility. 7️⃣ Regularly gather feedback to improve satisfaction. ↳ Use pulse surveys every quarter and hold focus groups to act on key concerns. 8️⃣ Align organizational goals with personal aspirations. ↳ Have managers ask, “What’s one skill you want to develop this year?” in performance reviews and offer resources to support growth. Investing in your employees is investing in your company's future. Prioritize training and retention. Watch your organization thrive. _____________ ♻️ Repost to encourage training employees well. 👋 I write posts like this every day at 9:30am EST. Follow me (Dr. Chris Mullen) so you don't miss the next one.