As you think through your own retention strategy, remember the following:

  • Recognise that employees have lives outside of work — cultivate a deep respect for employees’ time.

  • When employees leave because of their boss, it rarely comes from personality mismatches; it stems from a lack of confidence.

  • Counter offers are (an expensive) piece of patchwork; they won’t fix an employee’s fundamental unhappiness.

  • Building a genuine sense of community is crucial to employee retention. Make sure your hiring process incorporates and heavily weighs cultural fit.

  • Hashing out a concrete “flexible” policy can improve employee happiness/ retention, but it is also dependent on your companies needs. Make sure you’re being fair across the board.

  • Good mentorship happens organically, and should be directed by employee interests and growth. It also creates another opportunity for a natural feedback loop you can definitely use.

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