The statistics are alarming. According to the latest Gallup report, only one in three workers is engaged at work. In other words, two out of three employees are uninspired and unenthused about their daily activities.

Even more disturbing is that an estimated 50% of workers will leave their job within the next year.

Let’s face it: today’s workplace is challenging to operate in, and employees have more choices than ever before. They won’t hesitate to take a new job if they aren’t happy with their current one.

So, with that said, how do you prevent your employees from leaving? Read on for some useful tips.

Nothing will make your employees feel more unappreciated than if you don’t have open lines of communication. In fact, research shows that the quality of communication within an organization directly correlates to the reported quality of employee engagement. In other words, good communication equals high employee engagement, while organizations with poor communication practices have low levels of employee engagement.

So why is communication such an important factor when it comes to employee engagement?

Remember that people want to feel like their contributions are valued, and the first step to achieving that is to let your employees know that you are open to hearing their opinions. Leaders should make an effort to communicate with their employees on a regular basis. Holding one-on-one meetings with each member of the team at least once a month is ideal.

And, good communication is more than a one-way data dump. 

Some managers think they are being effective simply by holding staff meetings, but there’s a big difference between general communication to the entire team and having a direct, one-on-one conversation with a specific individual.

According to communication experts, the top characteristics for effective communication within an organization includes:

• Primarily face-to-face
• Listening at all levels
• Upward, two-way conversation

Employee engagement expert, Karen McCullough, agrees with the need to encourage a bottom-up method of communication to increase employee engagement. 

She says, “In a bottom-up culture, employee ideas, insights, and perspectives are incorporated into decisions. In other words, the employees are heard.”

This might sound obvious, but if you want to keep your employees from resigning, make sure that you provide them with plenty of recognition. This is a simple, yet highly effective, way to keep your employees engaged and feeling like they are contributing to the overall success of the company.

If an employee does something particularly impressive, let them know it! Maybe dedicate an entire, short meeting to giving recognition to deserving team members. You don’t have to go overboard, but a simple “good job” or “way to go” will let your employees know that their contributions aren’t going unappreciated. Additional ideas include:

• Give employees a hand written Thank You note
• Present internal awards (Demonstrating company values, Highest sales, etc.)
• Recognize individuals or teams during company meetings for achievements 
• Implement company point and peer recognition system to be redeemed for tickets, gift cards, PTO days, etc.
• Host a lunch for achievements and/or an end of year appreciation event

With all the recent changes in our workplace, as well as the rise of remote work, it can be easy for employees (even your seasoned veterans) to start feeling insecure about their place within the organization. No matter how you practice recognition in your workplace, organizations must make it a priority if they want to prevent employees from leaving.

According to O.C. Tanner, “When recognition is not seen as a priority for the organization, employees are 70% less likely to feel appreciated, 74% less likely to stay at the organization, 42% less likely to be engaged, and 46% less likely to promote their organization.”

74% are less likely to stay… that is a staggering statistic.

The good news is, building a culture where employee recognition is a priority isn’t difficult and requires little monetary cost. It simply requires the choice to make recognition a priority and be consistent in how you recognize your team.

Per a recent Gallup poll, 40% of employees who have left their jobs have done so because they saw more opportunity elsewhere. If you want to prevent your employees from leaving, you should make sure they have ample opportunities to grow within your company.

The reality for many employees is they do not believe there are tangible growth opportunities afforded to them in their current role, so they believe career growth can only come through promotions, advancements, or simply by moving on.

However, true employee development involves working with employees to hone and develop a strategic set of skills that supports the organization’s overarching vision.

This investment in your employees is a win-win. Your organization benefits from a highly skilled workforce that is improving and growing, and your employees develop the skills that will help move them forward in their career.

But the benefits don’t stop there. Organizations that offer formal employee development programs saw a 20% increase in engagement over organizations without such programs.

Furthermore, of the employees who participated in these learning and development programs 71% reported feeling motivated, 55% empowered, and 64% said they were now more equipped to do their job

Source: Quantum Workplace

Offering flexible work schedules is a great way to attract and retain top talent and create a workplace that employees are excited to come to. Flexible work can mean anything from remote work to flexible hours or hybrid schedules that combine both remote and on-site work.

Employers who may still be reluctant to offer flexible work schedules can look to a recent study by Mercer who found that out of 800 employers surveyed, 94% stated productivity was the same or higher since implementing a remote work policy.

Not only does flexible work lead to increased productivity, but it also helps to reduce stress and burnout. Giving employees more control over their work-life balance can lead to greater job satisfaction and improved mental health. It can also give employees more time to pursue interests outside of work, which can lead to new ideas and a more creative workforce.

Still not convinced? Here are a few more interesting stats about remote work:

• Two-thirds of people surveyed said they want to work from home at least part of the time.
• 36% of people surveyed said they would choose remote work over a pay raise.
• 73% of employees surveyed feel their employers should take the lead in helping them reduce commuting costs.
• 46% of companies surveys said that implementing a remote or hybrid work policy has reduced attrition.

Source: Global Workplace Analytics

Offering flexible work is also a great way to boost morale and show employees that their contributions to the company are valued. It is a win-win for both the company and employees.

Conclusion

According to the latest statistics from the Bureau of Labor, The Great Resignation is not showing signs of slowing down.

American employees have more choices than ever before and are still leaving their jobs in record numbers, while employers remain desperate to hire them. The best way for employers to combat this problem is to work hard to prevent employees from leaving in the first place.

If you want your employees to stay with you, make sure that they feel appreciated, engaged in their work, and have the opportunity to grow and move up within the company.

Communicate with your employees, recognize their accomplishments, offer flexibility, and provide meaningful growth opportunities.

If you follow these tips, you’ll be well on your way to preventing your employees from resigning.