Increasing employee retention

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 As a result, outdated engagement efforts no longer deliver retention.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 treat employee retention as the result of an intentional, system-wide design—not a one-off HR initiative. Our method integrates culture, leadership, employee experience and growth into one cohesive strategy that helps people stay for the right reasons.

Here’s how we do it:

The impact.

Our approach to retention delivers outcomes that go far beyond turnover reduction—it transforms how people connect, contribute and commit to your organisation.

Here’s what changes when retention becomes strategic:

1. Lower voluntary attrition
   Employees stay longer because they feel seen, supported and purposeful—not because they’re tied down by contracts or perks. Retention becomes an outcome of experience, not enforcement.

2. Stronger team stability and productivity
   When key people stay, team dynamics improve, trust builds faster, and momentum grows. You spend less time rehiring—and more time growing.

3. Improved internal mobility and talent visibility
   People are more likely to explore opportunities within the organisation when they have clarity about growth paths and feel encouraged to move, not leave.

4. A culture that people talk about—positively
   Your reputation as an employer improves when people genuinely want to stay. Word spreads. You attract talent who align with your values, and retain those who are ready to grow with you.