Many organizations adopted the concept of distributed teams and work-from-anywhere models to adapt to in the post-pandemic era. These flexible models facilitate business continuity in challenging times for employee retention, but they also have limitations. According to a recent survey, about 60% of employees would consider leaving their job if they don’t feel connected at work. 85% of HR leaders agree that connection is crucial for success. With more remote employees, companies need new innovative retention strategies.
Incorporating “connection” into employee retention strategies
Connection in the workplace means that employees feel connected to the company’s mission and their work, co-workers, managers, and personal aspirations. Remote work solutions like Zoom, Skype, and Microsoft Teams streamline communications and collaborations. But they cannot replicate human connections, nurture a culture of appreciation, or impact employee retention. Forward-thinking leaders looking to minimize the impact of the Great Resignation, understand the need to identify and create plans to close your organization’s connection gaps to create a culture of recognition.
- Prioritize creating connections in the new work model.
- Survey your remote employees to understand the most glaring connection gaps.
- Consolidate feedback in a centralized location to visualize recurring themes.
- Combine innovative employee recognition ideas and appreciation gifts to help remote workers feel valued and connected.
Remember, employee retention strategies are ongoing processes rather than one-time activities. Review, revise, and iterate for continuous improvement.