7 Outside-the-Box Employee Retention Strategies

A notebook with the words "Retention Strategy" written on the cover.
Greta Cline, CFO
Greta Cline
Partner, CFO/COO
October 10, 2022

Attracting and retaining top talent is tough. It takes real strategy, and in our post-pandemic world, HR and leadership teams must be highly creative with a laser focus on the overall employee experience. Are you ready to start attracting and retaining the best of the best, and enjoying an engaged workplace? There has never been a better time to get creative to retain top-quality talent using these 7 outside-the-box employee retention strategies.

Employee retention strategy tip sheet mocked up on an ipad

Attract & retain the best of the best!

Steal our outside-the-box ideas.

There has never been a better time to try out these creative staffing strategies to help you land and keep top-notch talent.

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1. Revamp your onboarding and orientation

Making your orientation and training process more engaging and exciting is a great first impression for new hires. Create an onboarding plan that makes your employees feel welcome and provides plenty of information about the company’s culture and core business processes. Connect consistently and often. Company-wide communication plans such as newsletters, boards, apps, etc. are great ways to reach all employees.

2. Offer a competitive salary

We all know that budgets are tight right now. Even if you can’t increase salaries at this time, consider other forms of compensation such as improving health care benefits or the employer-paid percentage, PTO, retirement plan matches and bonuses. The top reason to leave a job in a recent “Future of Benefits Study” from The Hartford was, unsurprisingly, for higher wages, the next highest reason was for a better workplace culture.

3. Prioritize employee well-being 

Speaking of workplace culture, make sure that your employees have a healthy work-life balance with corporate wellness programs, stress management, financial planning services, gym or fitness class reimbursement, paid mental health days and/or sabbaticals. Always remember that your employees are real people with real lives outside of work, just like you.

4. Promote a recognition-rich culture

Recognize employees early and often – both performance and effort. According to OC Tanner research via NBC News, 79% of people say that lack of appreciation was a major factor in their choice to resign. Even more surprising, roughly 60% say that employee recognition can be even more motivating than money. Celebrate both wins and losses together and tell employee stories in creative ways.

5. All about the perks

Perks at your office can include things like well-stocked staff kitchens, a casual dress code, parental or caregiver paid leave, on-site daycare, stipends for off-site child or fur companion daycare, pop-up events, and cell phone or commuter parking stipends.

6. Flexibility is where it’s at

As you consider office perks, keep in mind that reports show a majority of employees would be willing to give up at least one traditional job perk in exchange for choosing their own workspace. Today’s workers want increased work flexibility, including remote and hybrid positions. If you can’t go fully remote for a position, offer a mix of on-site work each week and flexible schedule options. Above all, be compassionate and open-minded.

7. Empower employees 

In order to help your employees to achieve their development goals, employers can provide continuous learning opportunities, a development stipend, tuition reimbursement, mentorship programs, and coaching resources. 

According to a recent Gallup poll, just 32% percent of employees in the U.S. are genuinely engaged in their jobs. But with assistance from a staffing firm like That’s Good HR and our employee retention strategies, your candidates, new hires and seasoned employees can feel more engaged than ever. Our forward-thinking, locally focused firm specializes in making strong temp, temp-to-hire, and direct hire placements in areas like HR, administrative, customer service and accounting.

Not sure where to start? Poll your current employees! Contact our employer partnerships team today and we can help you define polling questions to assess the engagement of your staff as well as develop strategies to help retain them!


What’s Trending: Job Growth, Quit Rate, and Retention

Greta Cline, CFO
Greta Cline
Partner, CFO/COO
April 28, 2017

Today’s job market causes debate these days. Nerves are still rattled after the recession, and employment rates haven’t quite hit pre-recession levels. But the latest reports from the Labor Bureau are promising, which means employer challenges in retaining top talent. Let’s chat for a minute about the changing job market and steps you can take.

According to the 2017 Associated Press job statistics report:

  • Job openings rose 1.6% in January, equaling 5.6 million jobs
  • 2 million people quit their jobs that same month, the most in 16 years

The increase in job growth is great news for those seeking employment. But employers might be nervous—what’s going on with that quit rate?

Turns out, the increase in jobs and the rise in quitting have economists optimistic about the health of the market. People usually quit a job when they already have another one lined up or are expecting to get hired again within the next three months.

What does this mean for you? As employees seek greener pastures for more money, businesses and recruiters may be tasked with offering bonuses, higher wages, and other perks to hold onto talented workers. Recruitment strategies will become vital to staying competitive in a market flooded with opportunities. But never fear, we’ve put together a handy, free tool designed to help you combat the quit rate statistics: 8 Tips for Retaining Top Talent.

But there’s more to the story. According to Forbes, the March 2017 job report was much lower than forecasted—adding just 98,000 jobs, about half as many as were expected. As a result, some economists are foreseeing a stalled market. But let’s take a minute to see the forest through the trees.

Between 2008 and 2010, nearly 10 million jobs were lost, about 420,000 a month. As the economy recovered, jobs were slowly added back. And since 2011, we have seen considerable growth with over 200,000 jobs added each month—that’s 7 years of steady progression. Hiring also increased in January, up 2.6%. Plus the unemployment rate fell to 4.5%, down from 4.7%. All in all, it looks like we’re on the right track.

At That’s Good HR, we know the job market is critical to employers, but sometimes it’s hard to wade through the data and stay on top of things. That’s why we’re all about helping you stay informed about current employment topics and more importantly, discussing how these current affairs affect you and your business. Let’s stay ahead of the curve together.