I’m happy to announce we’re kicking off a new monthly series that dives deep into the world of employee retention, and I couldn't be more thrilled about it.

This series is sponsored by ADP, but don't let that make you skeptical. The insights we're about to explore are genuinely valuable, practical, and applicable to any leader looking to create a workplace where talent flourishes.

In this first post, we're unpacking six essential strategies for fostering a culture of engagement. Whether you're leading a small team or a large organization, you'll find ideas here that you can start implementing right away.

To thrive in today’s landscape, companies must not only attract but also retain top talent. In a recent ADP webinar on "Employee Retention in Accounting: The Big Picture," ADP Senior Director of Global HR Amy Freshman highlighted six key strategies to positively impact retention.

1. Regular Check-ins

Leaders should engage in meaningful conversations with team members to make them feel valued and heard. It’s important to connect on more than just work tasks. Take the time to get to know them personally. Show support and be present to build strong manager-employee relationships.

Additionally, consider asking employees why they stay or what motivates them to stay. Understanding what employees value about their workplace can help improve retention.

2. Team Synergy

When team members support one another, share common values, and feel that their team members have their backs, it has a profound impact. Cultivate a team environment where members can get to know each other and recognize each other for specific achievements. Fostering engagement and team camaraderie can significantly boost retention.

3. Prioritizing Wellness

Wellness is pivotal for engagement and retention. Promote wellness through dialogues, activities, flexible work arrangements and encouraging regular breaks and sufficient time off. Leaders should lead by example in valuing self-care, including disconnecting from work communications during their downtime.

“Employees today want to feel that they can bring their whole selves to work,” says Freshman. “Employees who feel supported and know their company and their leader care about their well-being—they’re more likely to be engaged and to stay longer.”

4. Growth and Development Opportunities

Offering growth opportunities within roles is essential for development. Encourage employees to enhance their skill sets, pursue certifications and embrace challenges. This helps boost their engagement and productivity and deepens their commitment to the organization. They'll likely feel more valued and see clear progress in their careers.

5. Belonging

Fostering a sense of belonging goes beyond simply including employees – it's about empowering them to bring their authentic selves to work and making others feel included. Utilize social media to nurture a sense of community. Contribute to communities and give back. These actions, among others, significantly impact talent retention and development.

6. Culture

Maintaining a strong workplace culture is key. Building a positive culture involves everyone in the organization – from leaders at all levels to the employees themselves, as well as the company's processes, programs, and benefits. This is reflected in how employees interact with clients and customers.

"Culture doesn’t happen overnight; it happens over time. It shifts and changes with the people in the organization," says Freshman. This underscores the dynamic nature of organizational culture and the importance of consistently nurturing and shaping it in alignment with its members’ needs and values.

Conclusion

Retention is a collective responsibility within any organization. Leaders should use tools like employee surveys and exit interviews to gain insights and actively seek perspectives, especially from long-term, high-performing employees, to enhance retention.

Interested in hearing more takeaways from ADP's webinar? You can access the event on demand.