Put more attention on retention:
The smart way to bridge the talent gap
In collaboration with NEW WORK SE
Fear of great resignation?
Companies search for answers to the Great Resignation by reorganizing their recruiting function along a wide range of levers. However, in addition to the often expensive acquisition of new employees, the topic of retention is increasingly discussed as a more cost-effective alternative.
But why do they all leave?
Employees’ motivations go beyond monetary incentives, ranging from individual working preferences to the overall company purpose. At the same time, employers are rarely aware of these motivations.
Who is responsible?
Active retention management of qualified employees is often neither anchored in the HR strategy nor is the personnel responsibility in companies clarified. There is often a diffusion of responsibility between managers and the HR function, which means that in many cases there is no employee-centric retention management.
What should organizations do?
We need integrated approaches towards employee retention addressing both, the key motivational factors for staying with the company along the employee journey and effective structures that flank the topic organizationally. The focus is also on top management and executives, whose behavior and role models have a significant impact on the working reality of employees.