Do you know that losing your employees is costly?

Do you know how costly losing an employee can be? 

You might already suspect the answer, but the numbers are startling. Each year, U.S. businesses lose at least $1 trillion through voluntary employee turnover (Gallup). And while money is certainly a factor here, it’s about more than just dollars. 

When employees leave, it’s not just their roles that become vacant. They take with them your time, knowledge investments, and contributions to workplace culture, often straight to a competitor. Meanwhile, you’re left to restart the expensive and time-consuming recruitment process all over again. 

But here’s the good news. Employee turnover isn’t inevitable. With the right HR solutions in place, you can boost employee retention, save on costs, and create a flourishing workplace culture that keeps your talents engaged. 

The truth about employee retention 

You’ve likely seen the countless “Internet HR solutions” that promise to solve all your retention challenges. Advice such as:

• Become a destination company. 

• Invest in and value your people. 

• Increase employee engagement. 

It’s not wrong; these strategies do work. But the real hurdle lies in translating these abstract ideas into real-world, actionable plans. Take “employee engagement,” for example. It’s a powerful goal, but how do you truly foster engagement in your workplace? 

This is the challenge businesses face and it’s where tailored strategies and professional guidance make all the difference. 

Real solutions for workplace retention 

One of my clients came to UnscriptedHR with this exact issue. They were struggling to retain their talent and couldn’t pinpoint why. They had plenty of ideas, thanks to online advice, but knew turning those ideas into transformational change was another matter entirely. That’s where I stepped in to help. 

Here’s how we approached their employee retention strategy step by step. 

Step 1. The HR health check 

The very first step is gaining clarity. For this client, we conducted an employee engagement survey designed to gather team feedback across crucial areas such as:

• Communication 

• Leadership 

• Pay and benefits 

• Well-being 

• Resources 

Step 2. Collaborative problem-solving 

Once I gathered responses, I dived into the data, holding follow-up focus groups to investigate any concerns or low results. A simple mantra guides my process "nothing about employees, without employees.” If you’re making changes without consulting your people, you’re missing a crucial piece of the puzzle. 

These focus groups were essential for uncovering what team members truly wanted and needed to thrive at work. It also ensured employees felt heard and had an active role in shaping solutions. 

Step 3. Actionable solutions 

With analysis complete, we moved to implement changes. Here are some of the initiatives we delivered to tackle retention issues at the root:

Social connection 

We formed employee-led social groups to organise activities like trivia nights, team sports, and charity walks. These gatherings brought the team together in meaningful and informal ways, enhancing workplace relationships. 

Feedback and coaching programs 

We introduced structured coaching sessions where employees and managers could celebrate success, identify development gaps, and create clear plans for growth. 

Career pathways 

A detailed career development program gave employees clarity around their future opportunities within the organisation - minimising feelings of stagnation and increasing motivation. 

Stay interviews 

Regular stay interviews helped identify why employees stayed, gathering insights to further improve engagement while addressing concerns before they turned into resignations. 

Recognition and rewards 

We launched a peer-nominated recognition program, using channels like monthly meetings and team shout-outs to celebrate achievements big and small. 

Volunteer and wellness days 

Giving back mattered to employees, so we introduced volunteer and wellness days, along with birthday leave and family days to better support work-life balance. 

Step 4. Transforming on boarding and exits for success 

Retention starts the moment an employee joins and should even continue after they leave. That’s why we completely reimagined their on boarding and exit processes. 

Improved on boarding 

We designed an engaging on boarding experience focused on providing tools and support from day one. Key steps included:

• Seamless online acceptance processes. 

• Personalised welcome packs and team introductions. 

• A buddy system for new employees. 

• Six-week check-ins to ensure everything was on track. 

Better exits 

An upgraded exit program made leaving employees feel valued, with initiatives like farewell gifts and exit surveys to capture invaluable insights for improvement. 

Step 5. Tracking results 

Retention initiatives aren’t a one-and-done task. That’s why we implemented people metrics to measure improvements across employee engagement, turnover, and satisfaction over two years, ensuring continual growth and alignment with business goals. 

What was the result? 

With these personalised solutions in place, this client saw:

• Reduced turnover rates. 

• Lower recruitment costs and time-to-hire. 

• Increased employee engagement and satisfaction across the board. 

Start your employee retention strategy today 

Retention starts with understanding your team’s unique needs. At UnscriptedHR, we specialise in crafting HR strategies tailored to small and mid-sized businesses. Whether it’s reducing turnover, improving on boarding, or enhancing workplace culture, we’re here to help you protect your most important asset… your people. 

Would you like to chat about how we can support your HR goals? 

Hit this link, grab a coffee, and let’s get started.