The Great Resignation of 2021 saw workers quit their jobs at historic rates. There are multiple schools of thought as to why this happened, but common themes include reasons such as the pandemic, Brexit, furlough, and a mass re-evaluation of personal circumstances. Whatever the reason, we know it is a concern for many businesses in the UK. Research has found that some 32% of senior decision-makers have said the phenomenon has impacted their ability to recruit and retail staff, with 31% having trouble retaining their existing employees. It is, therefore, no surprise that staff retention is a top priority for many businesses. Whether you have experienced the impact of the Great Resignation or anticipating it, the key to ensuring as little damage as possible is done, is to focus internally. Here are some of our top tips for doing so. Truly listen to employee engagement surveysMany businesses conduct annual engagement surveys, but how many senior leaders take the time to both listen and act on the results? Employee engagement surveys are not a box-ticking exercise, they offer genuine insight into your employees’ world and offer you the chance to have open and honest conversations with your people. Ensuring leadership are not only visible but approachable and listening can help with staff retention as your teams will believe that positive change will happen where needed.Listen to your leaversToo often it is easy to dismiss the words of our leavers. Exit interviews are vital when considering how to improve staff retention in the future as they give an insight into what an employee experiences within the company, which may not be seen by managerial staff. Ensuring job satisfaction for all employees is a key aspect of staff retention, with many attributes contributing to a happy workforce.Focus on onboardingAt Meridian, our Learning and Development (L&D) team make sure that all new members of the team have a coherent introduction and orientation to begin the onboarding process into the company. When employees learn the company culture and where their role fits into the team, it helps to introduce staff to the environment that they will be involved in.The L&D team also provide options for training and development within the business, whether this be internal training courses or externally provided apprenticeship courses that aid the development of skills and knowledge to further a person’s career. To many, this is also an attractive perk, as the opportunity for skills and knowledge development is not always offered. Revisit employee benefits (and talk to your staff)A pool table, beer Fridays, donut Mondays. As a recruitment company, we have seen a good many employee benefits in our time. However, if the benefits do not truly matter to your people, they can be viewed as an example of the Company not listening to them. Holding regular reviews of your employee benefits where you ask your people what is and is not working for them not only shows you are again listening to them but ensures that the benefits mean something. Refocus on outputSince the pandemic, a change in working patterns has taken over the world of work. Hybrid working has become a huge part of businesses, helping to firstly, keep people protected from Covid-19 ,19, and secondly, in discovering that the same work can be done remotely as in an office environment. This can give people more of a work-life balance in saving a daily commute and having more space to focus outside of a busy office space. In terms of staff retention, flexible working is an attractive offer for many, without having this as an option, some employees may be more inclined to leave a role that does not offer flexibility. Focusing on output rather than input can often help make this change easier for businesses. Creating a strategy of staff retention is not always easy but having one in place is crucial to a business. Making employees feel valued will help your employer brand, but also keep staff happy within the business and hopefully improve staff turnover.