Retention is that final step in hiring, but it’s really the most important one. After all the hard work to bring the right people on board, the last thing you want is to lose them. But here’s the thing—retention isn’t just about holding on to your employees; it’s about keeping the ones who truly fit your company’s culture and values.

Why Retention Really Matters:

• Keeping people who fit: It’s not just about making sure the right people stick around; it’s about them sticking around for the right reasons. When your team members genuinely vibe with your company’s culture, they’re more likely to contribute positively, stay aligned with your goals, and help the business grow. Keeping those who fit well can cut down on chaos, bring the team together, and ultimately lead to better results.

• Cultural alignment from day one: Right from the start, it’s crucial to ensure your new hires get your company’s values. Without that, you’ll quickly end up with misalignment that throws everything off—both internally and with your customers.

• Living your values: It’s not enough for your team to just fit in; they need to live and breathe your company’s core values. This goes for everyone, from the top down. If you, as a leader, aren’t embodying these values, how can you expect your team to? Regularly talking about and reinforcing these values ensures they become part of everyday life in your business.

Communication is Everything:

• Being clear and open: Communication is huge. Your team needs to know what to expect from you and the company. Whether it’s through meetings, updates, or one-on-ones, keeping those lines of communication open and transparent is non-negotiable. Without it, misunderstandings and frustrations are bound to crop up, leading to disengagement and eventually, people leaving.

• Staying engaged: After the initial excitement of training and onboarding, it’s easy to let engagement slide. Don’t let this happen. Regular, meaningful engagement helps keep your team motivated and committed. Set up consistent rhythms and cadences for meetings, recognition, and ongoing development to keep your team connected and in the loop.

Accountability and Letting Go:

• Holding people accountable: Setting clear expectations and holding everyone accountable is crucial. It’s not just about catching mistakes; it’s about giving your team a sense of achievement when they hit their goals. If someone’s falling short, address it early and figure out if they’re still a good fit for the long haul.

• Letting go of bad fits: Letting someone go is never easy, but sometimes it’s necessary. It’s not about punishment; it’s about making sure both they and the company are in environments where they can really thrive. Don’t see it as a failure—think of it as a chance for everyone involved to find a better match.

Key Things to Remember:

• Retention is a journey: You’ll always be working on this. Keep it front and center because it directly impacts your turnover rates and the overall health of your business.

• Have a plan: Develop clear systems for meetings, communication, and accountability. Write down your processes before you invest in any tools—your process should drive the choice of tools, not the other way around.

• Learn from turnover: Keep an eye on your turnover, especially when you lose someone you wish you could’ve kept. Understanding why key players leave will show you where you need to step up.

Retention is a constantly moving target, evolving with your company, the economy, and the labor market. Regularly take a step back and review your approach to make sure you’re holding on to the right people who are going to help your business thrive.