Helen-Jones

Helen Jones

We know why employees leave. Billions are spent each year on reports, whitepapers, and top-level strategies all to better understand phenomenon like the great resignation or quiet quitting. But the truth is this: we should be asking the opposite.What makes employees stay? And more than that, what makes some companies so attractive that employees stay with them for decades?What Makes Employees StayGone are the days when an employee would stay with one company for the best part of their career. Today, the average is just under three years for employees in the 25–34 age bracket.According to research by the Work Institute, 22 percent of resignations are due to a lack of opportunities for growth, promotion, achievement, or training. This trend is only growing with new opportunities to work remotely and higher employee turnover than ever before.What’s clear is that the next generation of employees want to know that the work they do has a meaningful impact. They want real opportunities for development. And they want to feel that they can grow in their role. So, what sets organizations with high employee retention apart?1. Never finding yourself stuckTop organizations understand that career stagnation is a surefire way to lose talented employees. They foster an environment where advancement is fully supported, and moving into different teams or departments is seen as an advantage, not a taboo.It’s not all about promotions, though. By investing in ongoing training and development programs, these companies ensure that employees are always on a path to enrichment. Ultimately, the outcome is a workforce that’s supported, motivated, and always evolving.2. Having an open dialogue about developmentWe now know that 33 percent of employees quit within the first 90 days. This critical point comes down to frustration and mismatches between the expectations of a given role—and the reality. But not every organization sees this 90-day spike. Organizations that start conversations early around job satisfaction, development, and feedback retain talent even in cases where there’s been a rocky first start.When companies talk early and often about performance and development opportunities, HR are in the loop on situational changes, goals, and aspirations, so they (and the employee) always know where they’re going next.3. Getting real recognition for your workWhen did you last get acknowledged for a job well done? Recognition is a powerful motivator. Employees who feel appreciated for their contributions are more likely to stay committed. When employees are recognized as individuals, not just as cogs in a machine, we see them take on new challenges, innovate, and invest their energy in the company’s success.But beyond this, recognition builds trust and allows employees to take on new responsibilities, empowering them to grow in their role rather than placing a limit on potential. Trust and recognition are a fundamental part of the company culture in organizations where employees stay the longest.Why Investing in Talent Pays Off in the Long TermInvesting in your employees is a long-term strategy to strengthen your organization. The cost of high turnover—recruitment, training, lost productivity—far outweighs the expense of developing the talent you already have.Companies that focus on employee growth benefit from the accumulated knowledge, experience, and loyalty of long-term employees, leading to a stronger organization. So, the next time you are asked how you can reduce employee churn, ask yourself the opposite. What can we all do to help employees stay?

What Would Make You Stay With a Company for 10 Years?

Making time for L&D helps make organizations more agile, positioning them for growth rather than stagnation.

Why Organizations Need to Make Time for Learning and Development

To unpack how a skills-based approach is paving the way for greater diversity and inclusion, we’ve broken down three key areas, from hiring processes to performance reviews. Let’s review them.