Small Steps for Employee Retention

“Unbossing.” “Doomjobbing.” “Competence Hangover.”

Are these job terms familiar to you? They might be to your workforce. The terms capture the issue of burnout or disengagement at work. Gen Z is beginning to take over the workplace and putting a name on what plagues them. We all know that turnover is costly and disruptive but it does not have to be inevitable.

Retaining employees is a challenge. What can an employer do?

1. Hold regular check-ins: one on one meetings to discuss aspirations or concerns help managers spot signs of “silent disengagement” (when an employee gradually withdraws).
2. Allow flexibility where possible: Control over a role or how it is performed can help not just retention but efficiency. Be open to new ways or ideas about current roles that could benefit employers and employees alike.
3. Encourage employees use their vacation time: Often the employee most reticent to take time off is the one who needs it most to reset and recharge. Keep an eye out for employees who take on a lot and do not take time off.

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