Employer Resource Center

5 min read.

February 5, 2025 | SelectLeaders | Elizabeth Reyn, Studio B WriterFor employers, hiring the right people is only half the battle. The other half is retaining top talent. According to Gallup’s 2024 State of the Global Workplace report, just 23% of workers felt engaged in their work, while 77% of workers felt either disengaged or “actively disengaged.”To avoid the hassle of constant turnover and to ensure that they are retaining their best people, employers need to put practices in place to help them feel valued and supported. From offering mentorship and feedback to acknowledging and rewarding employees for their hard work, employers can do their part to keep them engaged and happy. An employee's relationship with a company begins during hiring, said Clear Height Properties Director of Culture and Talent Meredith Pond. Employers should be mindful of how the hiring team is representing the company and whether they are communicating promptly and answering all of the candidate’s questions. “A well-organized, thoughtful onboarding process sets the right foundation, but ensuring engagement goes beyond onboarding,” she said. “It’s up to the leaders and managers to keep engagement high, which includes ensuring that employees are continually learning and developing and creating a safe and open environment where people feel heard.”Bisnow Vice President of People Operations Brit Barragy said that today’s talent are looking for two things: a sense of belonging at their company and a sense of purpose in the work they do.“People need to understand how their efforts contribute to the organization's greater goals and where they fit in,” she said. “For employers, it boils down to one question: how are we listening to our employees and communicating effectively? The goal is to create a holistic employee experience that supports professional growth and personal connection.”She pointed to some of Bisnow’s initiatives to fuel engagement, which include holding quarterly workshops that focus on leadership development and resources that employees can utilize to set themselves up for success and sending out a quarterly internal newsletter to highlight accomplishments and shout out employee achievements. Bisnow also hosts a book club and podcast club to unite employees with common interests.Part of building a strong relationship with employees is to be explicit with their expectations while also providing space for employees to give and receive feedback, Pond said. This helps with building trust and ensuring that employees take responsibility.It’s important for managers to train supervisory employees in skills such as active listening, and giving feedback, she added.“Employers should create a safe space for employees to try new things, and if they fail, to grow from their experiences,” she said. “When it comes to building trust, it’s about being transparent and vulnerable, when appropriate. Employees respond well to those aspects.”Pond said that one reason employees may choose to leave is lack of professional development opportunities. While employers may get caught up in the daily tasks of their work, they should still be placing value on their employees’ growth.“Putting employee development at the forefront will make your job a bit easier,” she said. “If you’re leading and teaching effectively, a team member should eventually be able to step into your shoes. As a leader, your ultimate goal is to train and develop your replacement. Retention starts with proper support and fostering autonomy from day 1, alongside honest communication.”Employees can also take the initiative to advance their own careers, with one option being to seek out their own mentors. Pond said employees may benefit from thinking outside the box and connecting with someone outside their direct supervisor.“Your manager is a great mentor, but even seeking a mentor outside your manager who challenges and guides you is important,” she said. “Sometimes you don’t know what you don’t know, so even a mentor with less experience that just might have a different perspective from you can help you grow.”Alongside mentorships, employees can embrace the opportunity to showcase their knowledge. Barragy said that while it may be tempting to say no to participating in events and speaking engagements, the result of going outside one’s comfort zone can pay off.Employees can also take advantage of learning opportunities at the company or volunteer to participate in initiatives led by other departments, she said. This can help employees find their purpose within a company, leading to them wanting to stay put and grow their skills.“Those who actively engage with their mentor tend to thrive and advance more quickly than their peers,” Barragy said. “The combination of mentorship and self-driven initiatives fosters a culture of continuous learning, collaboration and innovation within the organization.”Pond said that for employers, considering the employee experience is about “progress, not perfection.”“Employers won’t be perfect at everything all the time, but making small changes here and there really can make a difference for employees,” she said.Connect with SelectLeaders to learn more about how you can find the right employees for your open positions.