Top ways to champion employee retention during the holidays

The holidays can be a difficult time to rally your team. Morale is low, and expectations are high. The last thing you want to do is lose your best people! Here are some ways to prioritize employee retention during this season and beyond.

Don't let them fall into disengagement

Do you feel that? That distinct ... nothing? Don't let it take hold because lack of engagement is the beginning of the end for your retention rate. More easily said than done though, right?

The good news is that United States employee engagement does seem to be improving ever so slightly. In 2024, it rose from 30 to 32%³. That means an additional 3.2 million³ engaged workers. The bad news is that less than half the workforce feels fulfilled by the work that they're doing.

Let's discuss how you can join the happy minority (and hopefully help grow that number by 2025).

Avoid being the brown pasture

When people disengage, they look for their next destination, assuming it will naturally improve their lives. Don't let it get that far! To stop it, combat the common reasons people may look for greener places to work head-on. They include:

1. Lack of career development opportunities – Provide defined steps for your team members to advance. No one wants to feel stuck.
2. Not feeling listened to by leadership or management – People have concerns, and when ignored, they can be hurtful and stunt growth. Facilitate 1:1s with your team and listen when they share their thoughts. It costs nothing and can make a real difference.
3. Not correcting negative aspects of company culture – Let's say you have one team member who routinely detracts from the overall good vibes, but that person is never dealt with. Or maybe a hustle expectation leaves people too stressed or anxious, and this standard isn't considered a problem. If you don't look at negative patterns and correct them, they will become bigger problems.
4. Not prioritizing communication – A lack of communication can breed misunderstandings. The feelings brewing in your team members' minds may not be remotely accurate, but if you let the false narratives grow by not fixing blatant communication breakdowns, it will be your loss.
5. Not recognizing good work – Sometimes, a simple thank you note, call or email⁴ signaling that you care and value a person can mean the world. It doesn't take much time, but it's always worth doing.
6. Undervaluing your team – When people are dependable, they can slip off your radar. Consistently notice them if you want them to stay. They are crucial to your continued success, even if they aren't new and shiny.
7. Not remedying high stress levels – Stress over an extended period of time leads to burnout. With that burnout comes disengagement and, finally, a desire to find a new place to work. Find out what's stressing your employees and work on it, especially if you see it happening to multiple team members for the same reasons.
8. Showcasing a lack of job security – There has been a rash of layoffs at reputable companies in the last few years, and many haven't handled them well. They seemed hurried and lacking in strategy and the bulk of them were followed by a hiring spree. This latter situation can only mean one thing ... prioritizing team size over long-team quality. If you regularly lay off and rehire, people will give you the side eye, and your current team will stop trusting you. While some layoffs are inevitable, try to be transparent about the why and consider sacrificing something other than people if you need to hit a financial benchmark.
9. Not allowing for adequate work-life balance – Your team is made up of all kinds of people, and every single one of them has priorities that need to be supported so that they want to stay. For example, offering work-from-home¹ and flexible scheduling options can be life-changing for caregivers and parents.
10. Not keeping your compensation and benefits competitive with rival companies – Whether we like it or not, compensation and benefits are a major consideration, especially when things are a little more expensive. If you aren't offering what your competitors are, you will lose your team¹.

Strategies to make them feel seen and heard

The best way to combat apathy is to ask questions to diagnose why your team is checking out. Then, depending on the scenario, you can do whichever of the following is most aligned.

1. Educate yourself – It's important to keep yourself up-to-date on things that may be affecting employee happiness. This will allow you to fully understand and respond well. For example, various new legislation aimed at marginalized communities may be a concern for some of your team and should be considered.
2. Listen actively – There are two parts to this one. First, you need to listen fully so that you can find a way to truly know your team members and their concerns. Then second, you must make a plan to address issues in a tailored way that makes them feel whole.
3. Help them find their purpose – If a team member seems directionless or doesn't know how their work contributes to the greater good, help them understand or find a passion they might not be aware of yet.
4. Challenge them – If someone has been in the same role for years with little to no changes, they might be bored. Engage them with new responsibilities or discuss career aspirations.
5. Be clear with your expectations – Sometimes, people want to do good work but are afraid to ask questions or simply don't understand your requests. This misalignment often leads to people doing the bare minimum. If your team member is just toeing the line or is underperforming, talk to them about why. Offer them support or ask if there's a better way you can explain certain information so that they can do great work.
6. Provide them with all the tools they need to do their best work – These will change based on your business, but consider your team members' needs and give them the things they need to make an impact. This can be as simple as a better chair or new software, but it's your job to figure it out.
7. Give meaningful feedback³ – The only way to improve is to build on wins or improve after receiving constructive criticism. Make yours clear and actionable so that you can move forward together.
8. Encourage rest when it's needed (PTO)² – Though everyone is busy, there are real reasons someone can and should take time off. Frequently, employees feel pressure not to take the time they need. If you see your team members doing that, ask them how you can support them.

Above all, the best way to boost your employee retention rate is to care about your team and show it genuinely. It's possible that though you already care, your team may be completely oblivious. If that's the case, take immediate steps to correct that confusion.

If you're hoping to add to your team while keeping your existing hires engaged, let Beacon Hill help.

Sources:

1. 15 Effective Employee Retention Strategies In 2024
2. The time is now to awaken the apathetic workplace
3. U.S. Employee Engagement Inches Up Slightly After 11-Year Low
4. 5 Ways to Keep Employees Engaged During the Holidays

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