Introduction
Staff retention isn’t about gimmicks or short-term perks. It’s about building an environment where people feel aligned, supported, and genuinely valued.
Based on a recent HR Seminar led by Tim Warkentin, here are three essential areas where leaders can build loyalty and strengthen culture.
1. Be Honest About Why People Leave
Every departure has a reason. It might be external (demographic shifts, changing funder expectations) or internal (mission drift, poor leadership, outdated compensation models). What matters most is the willingness to name it honestly. Without this clarity, any attempt to solve turnover will miss the mark.
Leaders who take time to reflect honestly can craft targeted, effective retention strategies that deal with the root causes, not just the symptoms.
2. Align with Motivation, Skills, and Purpose
Staff thrive when their roles align with their core motivations and skills. Tools like the Birkman Method or Working Genius can help uncover these drivers and reveal how individuals best contribute to team success.
Alignment isn’t just about fit—it’s about flow. When people are doing work that energizes them, retention becomes a natural outcome.
3. Show Up with Strategic Support
Support goes beyond encouragement. It includes advocacy (especially in funding contexts), motivational feedback, stress awareness, and energy management.
Leaders should consider:
- What energizes their team?
- How does stress show up in team members?
- What activities outside of work recharge them?
These insights help build resilient teams equipped for the long haul.
Conclusion
Retention is less about holding people back—and more about giving them compelling reasons to stay. Through honesty, alignment, and real support, organizations can build cultures where loyalty isn’t demanded—it’s earned.
