How do you retain your employees?
¿Cómo retener a tus empleados?

How do you retain your employees?

If you don’t retain your employees and they leave your company, in the long run, it will seriously hurt you.

Opening a period of reflection on the meaning given to work, work-life balance, career choices and widespread telecommuting have led to the departure of many employees. Employees are taking a fresh look at their core business and career expectations. There is a lasting change in the report to work, which affects the way companies operate, whether they will rethink their evolution internally or to seek new opportunities elsewhere.

5 areas in which you can differentiate yourself to retain your employees


After two years of health crisis during which salaries have been frozen in most companies, and in a context of inflation recovery, the salary argument remains a decisive element, all the more that some candidates will be in a position of strength to Play the competition and negotiate higher offers.

Telework, advantages and flexibility

Telework policy and company flexibility are now two elements examined by candidates, especially in generations Y and Z, more attached to the work environment. Transitioning to 2 authorized telework days per week is becoming the norm in many areas and the latitude offered in relation to the telework location an additional asset to attract or retain talent. Other benefits related to transportation, parenting, the right to disconnect, are also markers of a corporate culture attentive to the well-being of its employees.
– 42% of leaders say that telecommuting helps attract or retain talent.
– 30% of leaders consider that encouraging a hybrid work environment is their priority for improving corporate culture.


Whether at the management level, the company as a whole, values, candidates are increasingly looking for authenticity.
There has been an evolution to more direct and horizontal reports for which employees are not imagined again.

Personal development and meaningful search

personal fulfillment is at the heart of candidate expectations. Professional experience in the core business is accompanied by a renewed desire to be able to progress in their work, in particular by the development of “soft skills”: to know ourselves better, to interact with others and to communicate. Know the evolution despite uncertainty… the ability of management to create the conditions for this evolution will be decisive. Similarly, the ability to make sense is more than ever essential for candidates: we are not signing up for a job sheet, but for a professional adventure and the certainty of being able to contribute, at their level, to the success of the company.

Diversity, equity and inclusion

This is one of the underlying trends of the subsequent covid: for two years, IDE policies have an unprecedented place in companies. If everyone does not know today, what direction to take, the candidates, analyze the subject to the magnifying glass: they speak in interview, they want to judge concrete actions. The younger generations in particular make it a priority selection criterion. So you have some interest in showing your position on parity, openness to difference, environment…