Staff retention: Time to rethink your strategy?
Staff retention should never be treated as an afterthought, if there’s constant change, people notice, writes Caroline Reidy
Print2 June 2025
People are the backbone of any organisation. When they leave, they don’t just take their knowledge and skills – they also take relationships, context, and trust. That’s why staff retention should never be treated as an afterthought. It’s not just about keeping turnover low; it’s about creating a place people want to stay.
Staff turnover is costly – not just financially, but also culturally and operationally. Customers and clients build relationships with staff, and a revolving door of employees impacts how your organisation is perceived. If there’s constant change, people notice. It undermines confidence and continuity.
So, what can organisations do to retain great people?
Strategy
A staff retention strategy is your game plan to reduce unwanted turnover. It’s more than perks and pay – it’s about fostering the kind of culture and working environment people want to be part of.
Attract the right people
Retention doesn’t start on someone’s last day – it begins long before their first. That’s why a thoughtful hiring approach is critical. It’s about attracting individuals who not only have the right skills but also align with your values and ways of working.
Make sure they feel supported and valued
Retention isn’t just about keeping people – it’s about making sure they feel seen, heard, and appreciated. This includes everything from strong onboarding and regular feedback to creating a culture where wellbeing is genuinely prioritised.
Provide opportunities to grow
Stagnation is one of the fastest routes to disengagement. Great retention strategies ensure employees have access to meaningful development – whether that’s promotions, lateral moves, stretch projects, or learning new skills. It’s about showing people they have a future with you and helping them shape it.
Understand why people leave
Every resignation is a learning opportunity. The most effective organisations take time to really understand the why behind turnover – and they do it without defensiveness. Exit interviews, stay interviews, and feedback loops can uncover patterns and point to what’s missing.
Recruitment
Transparent job descriptions, clear expectations, and a smooth onboarding process all help set new hires up for success. Early impressions matter, so make sure performance objectives and support systems are in place from the start. People should know what’s expected of them and how they’ll be supported.
Put wellbeing front and centre
More and more, employees are valuing wellbeing supports as much, if not more, than financial rewards. And this doesn’t have to mean big budgets. Simple things like offering an Employee Assistance Programme, subsidising health insurance, or hosting an annual health check go a long way.
Don’t underestimate the power of recognition either. Celebrating both personal and professional milestones – work anniversaries, team achievements, promotions—builds connection and pride. Even for remote teams, finding creative ways to celebrate together can make a real difference.
Foster real engagement
Engaged employees are more likely to stay. But engagement isn’t a one-way street – it’s about meaningful two-way communication.
Make space for honest feedback. Create channels like staff forums, town halls, or pulse surveys that make it easy for employees to speak up and feel heard. But ensure you act on what they tell you. Engagement doesn’t come from asking the question; it comes from acting on the answer.
Review your benefits offering
You don’t need to offer the most expensive benefits – but you do need to offer the right ones. One size doesn’t fit all, so flexibility is key.
Think about what matters most to your people. Is it sick pay? A pension contribution? More flexibility in how and where they work? The best way to find out is to ask. Have open conversations and explore what’s possible. It’s not always about cost – it’s about care.
Invest in development
People are far more likely to stay where they feel they can grow. Create a culture that supports learning and progression, whether through formal study supports, mentoring, or regular career conversations. Not everyone wants to climb the ladder – and that’s okay – but those who do should know there’s a path for them.
Understand why people leave
Don’t guess – ask. Exit interviews are one of the simplest, most effective ways to gather insight into what’s working and what’s not. Patterns often emerge when you collect this feedback consistently.
Were there issues with management? Lack of flexibility? Few development opportunities? Whatever the reasons, use that data to inform your strategy going forward.
The reality is: some turnover is natural. But if your best people are walking out the door and you’re constantly backfilling the same roles – it’s time to take a closer look.
Retention isn’t about keeping everyone forever. It’s about creating an environment where good people can do great work, feel valued, and see a future. When you do that, the right people will want to stay and you won’t be constantly reinventing the wheel.
If you are an organisation based in the Republic of Ireland and require further information or advice relating to HR, please do not hesitate to contact our office on (066) 7102887 or email us at info@thehrsuite.com. For more information visit https://thehrsuite.com or read our blog.
© 2025, ShelfLife by Caroline Reidy
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