In the modern world, the job market is changing at a rapid pace.
The expectations of workers and employers are evolving to include new skillsets, workplace cultural benefits, and long-term goals.
Staff retention is always one of the biggest challenges faced by employers. While recent stats
In November 2025, leading Canadian recruitment agency Groom & Associates published a report on concerns surrounding engagement and retention, and the stats revealed an average turnover of 10% across the labour market, with certain industries reaching up to 30%.
If you’re looking to reduce turnover in your business and retain top talent, these are just three things to consider.
Most employers see the role of human resources as a purely practical one, a department that enforces processes and ensures legality and compliance are observed in the workplace.
But actually, human resources can be a valuable tool to ensure the wellbeing of your team.
Your human resources pros should have a genuine passion for people, and as well as handling the technical side, they should have a genuine passion for people who create initiatives designed to boost morale.
For instance, many workplaces pride themselves on recognising equality and diversity – but participating in events such as Pride, Blank History Month and disability awareness drives is a powerful way to create a workplace that ensures everyone feels seen (as well as ensuring your workplace practices align with these principles).
If your business is too small for its own dedicated HR team, consider outsourcing to a consultancy such as True North.
Development is a key motivator for many employees, and a lack of opportunity to do so can drive down motivation.
Encouraging development is also a form of recognition – it shows that you understand your employees’ skillsets, and want to support them in building on these.
Have conversations one-on-one and collectively with your team about what they’d like to learn, what their goals are and what support they need in the workplace to pursue this. This may look like traditional study such as courses and qualifications, or may entail closer mentoring with someone who has more experience in their discipline.
Ever sat through a meeting and thought it could have been a PDF document? Maybe you’ve delivered a presentation yourself and felt the rest of the room drifting.
Often, when teams feel ‘spoken at’ rather than ‘spoken to,’ they tend to lose focus.
There are plenty of simple ways to bring people back into these scenarios. For instance, tools like FlexiQuiz help you create free live quizzes which attendees can respond to in real-time, named or anonymous, that will encourage them to interact and partake actively as well as l
It’s also a great alternative to enforced audience participation, which can make some people feel deeply uncomfortable.
When you allow for passivity, people will become passive. Give them reasons and opportunities to be active contributors, and you’ll encourage them to do just that.
Looking to improve employee retention in your business or organisation? These are just three suggestions to help support your team and secure your top talent.
