Employee retention and how employee experience contributes to improving this indicator

Employee retention means creating an environment and working conditions that make it very difficult for the person to leave their position in the future. This is a great challenge for companies, because it involves taking into account the needs of the team and knowing how to cover them on time.

Not all companies achieve this goal and find that, after a few months, their employees decide to leave. If this happens, something is wrong; In general, if we are not achieving that retention of talent in our team, it is probably due to:

  1. Lack of compromise
  2. Null corporate culture
  3. lack of feedback
  4. Salary
  5. Few development opportunities

Assuming that the employees who have left were not talented or did not contribute enough to the company, it leaves the organization in a continuous position of not helping to develop the potential of the employees.

In addition, not being able to retain these employees implies significant costs to replace them, since again you have to reapply recruitment or selection processes, it can even be a problem if what we are looking for is for our company to grow, because productivity decreases . Many projects can be interrupted due to not having enough staff, the project times can change because we have to retrain those new employees, and of course, there will be low morale among the staff and consequently it will cause a bad corporate image, since they lose Potential brand ambassadors.

According to Mckinsey research, there are 4 factors that are considered the most important when it comes to motivating and retaining our employees:

  • A favorable employment contract
  • Internal development of the company
  • Create a feeling of belonging towards the brand and colleagues
  • stress management

But the point is that employees are becoming more demanding about what experience they have during their work life cycle, therefore, companies must increasingly invest more in creating a good work experience and environment. Applying key concepts of employee experience may be the answer to how to manage talent within the team. Team leaders, human resources and the organization’s leaders must be involved in this process.


  1. An Onboarding that makes a difference . The relationship of the employee with the organization begins at the moment the potential candidate knows the company, which is why taking care of the experience of said candidates is the first step to encourage retention if they finally become an employee of our company. We must involve all members of the company in this process and thus create an onboarding strategy through the Employee Experience methodology.
  2. Training. Having good trainers makes workers achieve autonomy and independence in their work much faster. This aspect is not always easy, firstly because it is not only necessary to have a trainer with adequate tools, but also to adapt to the needs of each person and above all to find a balance so as not to create a training period that is neither too short nor too long. long and do not oversaturate and create an environment of stress in the early stages.
  3. If we want to create a united team in constant communication, this aspect is essential. Socializing with your colleagues is an important part, since they share experiences, and achieving results is much easier if done as a team. That is why the team must be involved in the early stages of onboarding.
  4. Managers. Having managers who know how to generate trust and autonomy, are experts in guiding the work to achieve results and know how to accompany the employee in all their Touch Points and adapt to each situation. In addition, they must be able to move and work according to the objectives and mission of the company.
  5. Flexible work environment. Keeping in mind that the employee’s personal and family life is very important, knowing the importance of harmony between work and personal life allows creating jobs that favor conciliation, for example, through teleworking or support plans in difficult moments of the employee life.
  6. Professional oportunities. It is a key way to keep the employee motivated, since incentivizing work with the opportunity to progress professionally not only makes them change the approach with which the work is done, but also directly affects the results of the company.
  7. There are many ways to value an employee: train them, reward them financially and through emotional salary, create a stimulating and fun work environment… But we often forget another very important aspect, such as providing employees with the right equipment and tools. so that they can do their job. And not only offer them that equipment, but update it so as not to become obsolete and constantly listen to the employee to find out what tools he needs to improve his performance.

Start small, this means that it is not necessary to implement big strategies and changes; The small advances and actions, if they are started having listened and taking into account the reality of the employee, are the ones that generate real changes because they are highly valued and co-created together with the employees themselves. Finally, it is essential to measure whether results are being obtained, what is working and what is not: this helps your company to know if it is moving in the right direction, always listening to the needs of the employee. Because the ultimate goal of applying an Employee Experience strategy to retain talent is to improve their experience to create ambassadors for our brand.

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