Engagement Won’t Retain Top Talent
To keep your best people during The Great Resignation, focus on drivers of retention instead of drivers of engagement.
Employers across all industries continue to face a challenging landscape in the battle to retain top talent. During a time when employee resignations surge to unprecedented levels, leaders must seek better ways to improve employee retention. While working to improve employee engagement historically has served as an employee retention strategy, today focusing on improving drivers of engagement alone is not enough to retain top talent.
A steady onslaught of medical, economic, social and political upheaval has reshaped workforce structure and attitudes. This combination simultaneously is fueling a decrease in employee engagement and an increase in talented employees seeking new opportunities.
In a new whitepaper, Gallagher workforce experience expert David Rowlee, Ph.D., examines the growth of attrition risk and the proliferation of "seekers" — talented employees who can't resist shopping their value as part of The Great Resignation. This new research offers key insights into how organizations can distinguish between and focus on drivers of retention — instead of drivers of engagement — to heighten their chances of retaining their most valuable employees.
Download the whitepaper for new insights into navigating employee retention instead of engagement to build workforce and organizational wellbeing.
Learn from one of the leading workforce experience strategists why the most savvy leaders measure and monitor workforce attitudes — and understand when to emphasize drivers of retention over drivers of engagement.