The secret sauce of attracting and retaining incredible talent
Did you know that the number one predictor of how long an employee stays with your organisation is the quality of their on boarding experience? Think about it. A positive and engaging employee on boarding process fosters loyalty, while a poor experience leaves a new hire questioning their decision to join.
When on boarding isn’t a priority, you join the recruitment merry-go-round, spending excessive time, effort, and resources replacing staff who walked out before they even settled in.
Attractive pay and incentives are essential, but they’re no longer enough in today’s competitive market. Employees seek workplaces where they feel valued, motivated, and part of a broader vision. Companies that focus on cultivating a great workplace culture while supporting their people are the ones that thrive.
If you want to attract and retain top talent, here’s how you can turn on boarding, people strategies, and HR practices into your secret weapon.
Why great on boarding matters
Onboarding is more than just showing a new hire where the coffee machine is. It’s about building a strong foundation where they feel welcomed, informed, and set up for success.
Research proves that quality on boarding enhances employee retention. When employees are introduced into a supportive and well-structured environment, they’re more likely to stay, contribute, and thrive.
But on boarding doesn’t stop at first-day introductions. It’s a multi-faceted process that ensures clarity, alignment, and engagement right from day one.
Successful on boarding incorporates elements like:
Setting clear expectations for role responsibilities and performance
Familiarising employees with company values, culture, and goals
Providing practical tools, such as buddy systems or internal online communities, to help them settle into their role
Start with vision
Before on boarding even begins, there’s one critical factor that directly impacts employee retention - a clear organisational vision. Successful workplaces articulate what they do and, more importantly, why they do it.
When an employee can see how their role plays into the broader goals of the organisation, it gives their work deeper meaning. This creates alignment and fosters loyalty.
It’s equally important to ensure this vision is communicated consistently to both new hires and existing employees. By keeping your entire team informed about changes, growth, or departures, you build trust and shared understanding across your workforce.
Strengthen connection through communication
Effective communication is at the heart of both on boarding and retaining employees. From the moment someone walks or logs through your doors, there should be consistent communication that makes them feel supported and set up for success.
Here are some practical ways to boost communication at every stage of on boarding:
Send a welcome email before their first day, introducing their team and responsibilities
Share their photo or an announcement to the broader team so everyone knows who they are
Create a buddy system to help them integrate socially and professionally
Use tools like Slack to establish open communication channels for casual interactions
Consistently check in with employees after their on boarding process wraps up. Regular feedback sessions - both formal and informal - help them feel valued and ensure they’re on the right track.
Build a culture that aligns with employee values
Culture is the backbone of employee retention. Employees need to feel connected to an organisation beyond just their immediate responsibilities. A strong workplace culture creates an environment where employees feel part of something bigger.
However, remember, culture doesn’t mean having a stocked drinks fridge or flashy perks. True culture is built through fostering alignment between your company values and daily practices. It shows your team that you walk the talk, and it’s a powerful way to enhance engagement, bolster loyalty, and foster long-term relationships.
Customising initiatives based on your team’s needs can make all the difference. For example:
Introduce volunteer days where employees can dedicate time to a cause they’re passionate about
Implement internal Kudos boards on platforms like Slack to amplify recognition and appreciation
Tailor development opportunities, coaching, or certifications to individual career goals
When employees feel connected to their work and their people, they’re less likely to be tempted by other opportunities.
Empower managers to retain talent
Managers play a critical role in not only leading their teams but also keeping them engaged and fulfilled. Studies have shown that a large number of employees who leave their roles do so because of inadequate manager support or intervention.
When managers don’t have the skills they need to foster trust and retention within their teams, this can cause significant issues - including high turnover rates. Here are ways to set managers up for success:
Provide development opportunities in leadership, empathy, and coaching techniques
Enable tools like DiSC profiling to help managers better understand their teams and build effective working relationships
Encourage regular check-ins to create a culture of open communication
When managers are invested in their teams’ wellbeing and growth, employees feel supported and valued, reducing the likelihood of turnover.
Don’t guess - ask what your people need
One of the most common mistakes businesses make is designing employee programs without input from the people they’re for. The result? A one-size-fits-all solution that leaves employees feeling frustrated instead of fulfilled.
Instead, take a collaborative approach. Ask your employees what matters to them, what they need to succeed, and even what would make them reconsider taking a recruiter’s call.
Proactive listening shows your team that your organisation truly values their input - and is willing to act on it.
Practical strategies to retain employees
The solutions to employee retention don’t need to be complex. Here’s a quick recap of practical actions you can take:
Invest in on boarding: A seamless and thorough on boarding process is invaluable in retaining employees long-term.
Clarify expectations: Ensure clarity on role responsibilities and performance goals.
Nurture workplace connections: Develop interpersonal tools and initiatives for team bonding.
Encourage engagement: Provide platforms for employee recognition and meaningful culture-building initiatives.
Support managers: Help them develop leadership skills through training and tools like personality profiling.
Communicate transparently: Employees shouldn’t feel left in the dark; consistent communication fosters trust.
When these strategies are applied holistically, your HR practices go from good to exceptional, and retaining an engaged workforce becomes second nature.
Build your retention strategy with expert support
Attracting and retaining talent often boils down to getting the basics right, starting with great on boarding and extending through tailored HR initiatives that align with both business and employee values.
If you’re concerned about employee on boarding, struggling with retention, or looking to cultivate a culture that supports long-term growth, I can help.