Most organizations think about retention when an employee hands in their resignation. By then, it may already be too late.

Retention is built through everyday experiences: meaningful conversations with managers, opportunities for growth, recognition, manageable workloads, and a sense that employees understand where the organization is going.

HR can help identify warning signs before they become turnover — but it requires listening consistently, not just conducting an annual engagement survey.

Sometimes the most valuable retention strategy is simply asking employees, “What would make you want to stay?”