Attracting new talent

The Challenge: 

Retention isn’t driven by a single initiative or policy. It’s shaped by how employees experience their day-to-day work: their growth opportunities, yes—but also their workload, recognition, autonomy, leadership, psychological safety, and sense of purpose. If even one of these factors consistently falls short, people start to disconnect. And disconnection leads to departure.

Today’s talent market raises the stakes. Employees have more choice, higher expectations, and less tolerance for toxic or stagnant environments. Hybrid and remote work have further reshaped how connection, inclusion, and culture are felt—or not felt. As a result, outdated engagement efforts no longer deliver retention.

The data confirms it:

• 43% of employees who leave cite lack of career advancement as a top reason—but close behind are poor management, lack of recognition, and burnout
  (Work Institute 2023 Retention Report)

• 39% of employees say they feel emotionally exhausted at work on a weekly basis
  (Gallup, State of the Global Workplace 2023)

• 76% of employees who don’t feel valued say they’re actively looking for new roles
  (Achievers Workforce Institute, 2022 Engagement and Retention Report)

• Only 21% of employees strongly agree that their performance is managed in a way that motivates outstanding work
  (Gallup, Performance Management research)

• The cost of voluntary turnover in the U.S. exceeds $1 trillion per year—with most drivers being preventable
  (SHRM, Retaining Talent Report)

The bottom line: retention isn’t about persuading people to stay. It’s about designing a work experience that makes them want to. That means:

• Feeling respected, recognised, and psychologically safe

• Having clarity around expectations and purpose

• Knowing growth is possible—even without a promotion

• Experiencing meaningful work-life balance and autonomy

• Trusting their organisation to listen and act on feedback

Without these foundations, even high-performing, well-compensated employees will eventually leave.

In today’s climate, retention isn’t a reaction—it’s a design decision. One that impacts not only your workforce, but your ability to scale, innovate, and lead.

Our approach.

At ImpactWork, we transform your ability to attract talent by aligning who you are as an organisation with how you show up in the market.

Here’s how we do it:

The impact.

When talent attraction is built on authenticity and strategy—not noise—you start attracting the right people, for the right reasons. And that changes everything.

Our clients experience:

1. Stronger quality of hire
   Candidates come in aligned with your culture and expectations—ready to contribute, grow, and stay.

2. Reduced time-to-hire
   Clear messaging, streamlined processes and empowered managers remove bottlenecks and increase speed without sacrificing quality.

3. Improved candidate experience
   Applicants feel respected, informed, and engaged—whether they get the offer or not. That strengthens your brand long term.

4. A more magnetic employer brand
   You stand out in the market—not because you’re the loudest, but because you’re the clearest, most consistent and most real.