LC Extension

Spurred by requirements to return to the office after working remotely for the past year, employees are choosing to test the job market en masse. According to a recent Angus Reid poll, 19 percent of Canadians would quit their current job or look for a new one immediately if required to head back to the office full time. Another 25 percent would return to the office but actively look for a new position. Human resources and business leaders say workers are citing undeveloped relationships and unresponsive managers as the leading drivers of resignation. 

Often, a lack of people development and engagement are the main causes of employee dissatisfaction, and ultimately, lower retention rates. Here are four ways your organization can improve retention through people development.

1. Avoid quick fixes

While many industries are offering pay increases, financial perks, and “thank you” bonuses to employees in hopes of preventing them from jumping ship, the gesture is often perceived as transactional rather than as genuine appreciation for hard work during a strenuous time. 

Leaders should focus on creating a strong sense of company culture through meaningful connections and shared experiences in order for employees to thrive. This will satisfy the need for interpersonal relationships with colleagues and supervisors, while solidifying the value of people development for leaders, impacting how they interact with and support their staff.

2. Focus on compassionate leadership

Leaders must be adaptable and consistently bridge the gap of engagement for employees who are working virtually or in hybrid work environments. Coaching, mentoring, and establishing teams will provide a foundation, but staff are looking for managers who can show empathy for the life events they’re experiencing outside of work. 

Re-examine how your organization trains leaders, and what they can do to not only encourage more authentic engagement among team members, but how they can demonstrate authenticity themselves in their interactions. Passionate and involved leadership will motivate colleagues and support employee retention.

3. Provide the right training 

A recent study shows that 58 percent of employees who quit their jobs were displeased with the level of training offered, and the subsequent performance challenges they experienced. 

Rather than creating job satisfaction and supporting employee retention, organizations have allowed gaps in training to form, which has exposed a lack of communication among management that proves consistent across all industries. Proper people development for leadership roles will help troubleshoot training issues before they lead to confused and unhappy staff.

4. Strive for work-life balance

An extended period of working from home has evoked a strong sense of work-life balance for many employees who may have never considered remote or hybrid work. Experiencing autonomy and flexibility within their schedules for the first time has allowed workers to reconsider the benefits of traditional employment. 

To boost retention, organizations must focus on creating positions that better suit the personal needs of employees, whether through personal development opportunities, management training to better serve colleagues or flexible scheduling.

People development leads to retention

Creating and implementing a strong people development strategy benefits your company and optimizes employee performance at all levels. In uncertain times where many workers are grieving or burnt out, creating a respectful, flexible, and compassionate work environment will encourage the growth of loyal colleagues through active engagement. 

Book a consultation with LC Extension to learn how our customized training programs can help your organization improve its people development to support committed employees.