101 Ways to Prevent Employees From Leaving You

In this blog, you will learn

• Why you want to retain your employees
• Why employees are leaving your organisation
• 101 ways to prevent employees from quitting
• How to find and recruit the best talent

In the dynamic landscape of the modern workforce, organisations are struggling with the challenge of retaining their valuable employees. According to Statista in the second quarter of 2023, approximately 335,000 job-to-job resignations took place in the United Kingdom, compared with 322,000 in the previous quarter. 

To address this issue, businesses are increasingly recognising the importance of creating a workplace that attracts, engages, and retains top talent. This blog will explore the approaches, insights, and actionable tips that organisations can implement into their organisation.

Why is it important to retain your employees?

Preventing employee turnover is a priority for any organisation. Employee turnover not only disrupts operations but also incurs significant costs in terms of recruitment, training, and lost productivity. 

The average cost to recruit a new employee can vary but it will often run into thousands of pounds. There are many costs to consider including paying job boards to advertise the job, recruitment agency fees, the time taken to source and interview potential candidates, and the money lost in business productivity during the transition and retraining process.

Why are employees leaving your organisation?

There are many reasons why employees decide to leave an organisation. According to the UK Workforce Hopes and Fears Survey 2023, 23% of UK employees say they plan to switch jobs in the next 12 months - up from 18% last year. 

Today’s young professionals feel more empowered than ever to find a job they love. That means they won’t hesitate to leave their job until they find the best fit. It may be for better pay, more opportunities for promotion or better training on the job. 

Whatever their age or reasons, people are more likely to leave their jobs than ever before. From creating personalised career development plans for each employee to granting flexible work hours and remote work opportunities, these strategies can help to prevent employees from leaving your business.

101 ways to prevent employees from quitting

There are many ways to prevent employees from quitting, including:

• Create a positive work environment.
• Appreciate employees and offer rewards or benefits.
• Provide opportunities for career growth and development.
• Champion employee engagement and give feedback.
• Offer work-life balance and flexibility.
• Employee recognition and rewards.
• Building strong leadership.
• Foster a positive and engaging culture and community.
• Give clear communication and set expectations.
• Encourage employee empowerment.

Create a positive work environment

Having a space that is safe, positive and diverse makes for a better employee experience. There are many benefits to having a workplace that inspires and impacts employees. The environment is essential to make employees feel represented, comfortable and inspired. This could have a greater impact on their wellbeing and their ability to develop personally and professionally.

1. Encourage a culture of open communication and transparency.
2. Provide opportunities for professional growth and development.
3. Offer a comfortable and inspiring workspace.
4. Give employees a sense of purpose and community
5. Encourage work-life balance and flexibility.
6. Promote a diverse and inclusive workplace.
7. Create a sense of belonging and camaraderie among teams.
8. Implement regular team-building activities.
9. Provide opportunities for skill enhancement and training.
10. General perks, for example, providing food and drinks.

Appreciate employees and offer rewards or benefits

Everyone wants to feel appreciated and one way to show your appreciation is to celebrate your employees' successes. Whether that be offering compensation, benefits and rewards or by giving them public recognition, there are lots of ways to make your employees feel appreciated - and it doesn’t have to be costly. Here are some great examples:

     11. Ensure salaries are competitive and in line with industry standards.
     12. Offer performance-based bonuses and incentives.
     13. Provide comprehensive health and wellness benefits e.g. gym memberships. 
     14. Offer a generous pension scheme.
     15. Provide paid time-off. 
     16. Provide parental leave and/or on-site childcare.
     17. Comprehensive health and dental plans.
     18. Offer employee discounts on products or services.
     19. Financial benefits e.g. commission or annual bonus.
     20. Celebrate milestones, both personal and professional.
     21. Celebrate employees who take initiative and go the extra mile, for example, employee of the month.

Provide opportunities for career growth and development

The opportunity to advance one’s career is one of the biggest motivators for leaving a job

Few or unclear career opportunities for future progression can push people away from their job. It is important to promote professional and personal growth at work to encourage continuous fulfilment and employee satisfaction. Employees want to grow in their careers and to do so, they need proper training.

Keep employees active and learn to improve performance, increase employee engagement and staff retention.

    22. Create personalised career development plans for each employee.
    23. Provide opportunities for cross-training and lateral moves.
    24. Offer mentorship programs to support professional growth.
    25. Set clear paths for advancement. 
    26.Provide access to online learning platforms. 
    27. Encourage employees to attend industry events, conferences and workshops. 
    28. Offer opportunities to lead projects and initiatives. 
    29. Implement a feedback system for performance improvement. 
    30. Support employees in pursuing relevant certifications. 
    31. Provide opportunities for employees to participate in industry associations.

Champion employee engagement and give feedback

Continuously encourage and seek feedback from employees to improve retention strategies. Be open to conversations discussing changes, improvements or career progression. By listening to feedback and adapting things accordingly, you could increase employees' trust and faith in the company.

    32. Conduct regular employee surveys to gather feedback. 
    33. Address concerns and suggestions raised by employees. 
    34. Create platforms for idea sharing and innovation. 
    35. Encourage employees to contribute to decision-making processes. 
    36. Implement an open-door policy for discussing concerns. 
    37. Recognise and act upon employee suggestions for improvement. 
    38. Conduct regular one-on-one meetings for performance discussions. 
    39. Establish a formal employee feedback mechanism. 
    40. Encourage employees to voice their career aspirations. 
    41. Implement employee engagement programs tailored to different teams.

Offer work-life balance and flexibility

Prioritising employee wellbeing by providing resources or flexibility to recharge, plan or de-stress can have a positive impact on employees enthusiasm. 

   42. Offer flexible work hours, including part-time options. 
   43. Provide remote or hybrid work opportunities when possible. 
   44. Enable compressed workweeks or flexible hours. 
   45. Encourage the use of paid time off and holiday days. 
   46. Implement policies to prevent excessive overtime. 
   47. Prioritise employee wellbeing, for example, by introducing a wellness program or app. 
   48. Offer wellness programs and activities such as yoga or pilates. 
   49. Give recharge or wellness days (without it affecting an annual leave balance). 
   50. Provide resources for financial wellbeing and planning. 
   51. Offer on-site childcare or partnerships with childcare facilities or centres. 
   52. Allow employees to bring pets to work (if practical to the workplace).

Employee recognition and rewards

Recognising employees' talent and success is key to maintaining happy and motivated employees. It helps employees see that their company values them and their contributions to the success of the company. Highlighting personal achievements and successes to make people feel more appreciated. Here are some strategies to recognise employees:

   53. Implement an employee of the month or recognition program.
   54. Recognise and celebrate work anniversaries. 
   55. Create an online recognition platform for peer-to-peer praise. 
   56. Offer spot bonuses for outstanding achievements. 
   57. Publicly acknowledge achievements in team meetings. 
   58. Provide certificates, plaques, or trophies for milestones. 
   59. Offer team-wide rewards for achieving project goals. 
   60. Organise regular appreciation or team building events and parties. 
   61. Show appreciation through personalised thank-you notes. 
   62. Highlight employee accomplishments in company newsletters or emails.

Building strong leadership

Leaders have a profound impact on their overall work environment. Effective leadership encourages creativity, collaboration and leads to greater motivation. In order to have a strong leader, there must be opportunities and resources to learn, improve and communicate. 

An understanding and supportive manager that provides a tool to communicate with are essential. They create an atmosphere built on trust and respect and encourage more communication within the company. This can be significant to improve the relationship between employees and managers should there be any concerns about welfare or progress.

   63. Provide leadership training for managers and supervisors. 
   64. Encourage open communication between employees and managers.  
   65. Ensure managers lead by example. 
   66. Encourage regular check-ins between managers and their teams. 
   67. Set clear expectations for managers' roles in employee retention. 
   68. Recognise and reward managers who effectively retain employees. 
   69. Provide opportunities for managers to attend leadership workshops. 
   70. Encourage managers to support employees' career growth. 
   71. Implement a mentorship program for new managers. 
   72. Provide resources for managers to improve team morale.

Foster a positive and engaging culture and community

Employees look for organisations that share their values, expectations and whose culture they identify with. Employees might be attracted to companies whose cultures they identify with, which in turn can drive employee retention and new talent acquisition. 

Establish a company culture that clearly identifies workplace beliefs, values, attitudes, standards and behaviours.

   73. Organise team-building activities outside of work. 
   74. Encourage employees to participate in community service such as litter picking. 
   75. Sponsor company-wide volunteer events. 
   76. Create affinity groups for shared interests. ~
   77. Participate in charity events or fundraisers as a team. 
   78. Support employees in pursuing their hobbies and passions. 
   79. Host wellness challenges or fitness events. 
   80. Create opportunities for employees to give back to the community. 
   81. Establish a company-wide sustainability initiative. 
   82. Organise family-friendly events to involve employees' loved ones.

Give clear communication and set expectations

Create spaces and opportunities for communication to make employees aware of what is expected of them and manage their expectations. Establishing workplace expectations and boundaries can help build better relationships with employees and set realistic goals and opportunities for development.

   83. Ensure employees understand their roles and responsibilities. 
   84. Provide clear job descriptions and performance metrics. 
   85. Set realistic goals and provide the necessary resources. 
   86. Conduct regular performance reviews and goal-setting sessions. 
   87. Communicate company goals and vision transparently. 
   88. Share progress updates and milestones with employees. 
   89. Encourage open discussions about career goals. 
   90. Communicate changes in the company structure or policies. 
   91. Address any ambiguity in job roles promptly. 
   92. Maintain transparency during times of uncertainty or change.

Encourage employee empowerment

Encourage employees to take ownership of their tasks and support their decisions. Empower employees by giving them the freedom to manage their work and listen to reasoning to make them feel important and valued at work. 

There are many benefits of employee empowerment which include better employee engagement, lower turnover rates and an improved work culture.

   93. Trust employees to manage their own workloads. 
   94. Delegate meaningful projects that align with their skills. 
   95. Don’t micromanage. 
   96. Empower employees to make decisions within their roles. 
   97. Provide autonomy in problem-solving and innovation. 
   98. Allow employees to explore new roles or responsibilities. 
   99. Support employees in pursuing side projects or entrepreneurial endeavours. 
   100. Encourage continuous learning and self-development. 
   101. Give employees the freedom to suggest process improvements.

Who is Spencer Clarke Group?

Since 2017, we’ve conducted business in the recruitment industry in an innovative way. We are passionate about creating a positive impact whether that be for candidates or individuals seeking a new career or opportunities, or employees at the heart of our organisation. 

Recruitment to us isn’t just about matching candidates and clients; we want to make sure there are opportunities to boost their salary and standard of living, better their work life balance and improve their mental health. 

We understand the impact one skilled and experienced candidate can make on a business and we love to see clients we’ve placed with the business thrive and succeed. We are committed to shaping a brighter, more fulfilling future for all.

In today's dynamic job market, preventing employers from leaving your organisation can be challenging for businesses across industries. As a leading recruitment agency, we understand that finding the right candidates can be difficult. With years of experience and 11 specialisms, we have the tools to set you up with the right candidates.

If you’re struggling to fill a role, why not give us a call on 01772 954200 to see how we can help? One of our consultants will be happy to listen to provide the best possible advice for you. 

If you’re searching for a new role, why don’t you visit our job page or upload your CV and take a look at the latest opportunities?