Some employers assume that turnover is a foregone conclusion, especially in the age of the Great Resignation. Many feel that new remote work environments have weakened the connections and relationships among employees and have made switching jobs even easier. However, this perspective might be an attempt to shift the blame. Strong relationships definitely are a part of retention, but to assume that those relationships require occupying the same physical space is inaccurate. Team cohesion has not been removed due to remote or hybrid work arrangements; it’s just changed. If employers are proactive about promoting engagement, they can stave off the worst effects of turnover. Start by focusing on onboarding. Studies show that effective onboarding during the first 30 days can cut turnover rates by 30 percent during the subsequent two years. Next, create space for creativity and working together. Rather than sticking to rigid meetings with agendas and defined content, present a problem and allow everyone to dig in. Relationships are strengthened when people solve problems together. Emphasize the support of the whole employee and make mental and physical health a cultural priority. Also, focus on professional development and coaching. Nothing will have an employee looking for the door faster than the thought that their position is a dead end.