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The 5 keys to reducing employee turnover in your teams
The future of a company is inevitably shaped by the people who make it up. However, finding valuable professionals in today’s market is becoming increasingly difficult. A recent survey by ManpowerGroup, a global leader in talent solutions and workforce strategy, reveals that nearly 75% of employers worldwide struggle to find the qualified talent they need.
In this context, companies face a new challenge: how to keep their talent engaged and reduce turnover.
Below, we review five key strategies to strengthen retention and build a corporate culture that encourages people to stay.
For employees to perform effectively, they must understand what they do and why they do it. When context is missing or communication lacks transparency, teams operate in the dark: tasks are duplicated, mistakes are made, and motivation declines.
Clear communication is not just a matter of style — it’s a matter of efficiency. Establishing more visual, accessible, and two-way communication channels allows information to flow naturally across departments and ensures everyone understands where the company is headed.
Moreover, when employees feel informed and part of the decision-making process, their sense of belonging grows — to the point where many become ambassadors of the corporate culture.
Digitalizing internal knowledge — such as procedures, guides, or training materials — ensures that everyone has access to the information they need without relying on others. It also preserves knowledge continuity and prevents loss when someone changes roles or leaves the company.
Digital communication, meanwhile, is key to projecting professionalism, agility, and modernity. And that process begins from the very first employee interaction. For instance, digital onboarding has become the most effective way to deliver a personalized, consistent, and sustainable welcome over time. Doing it manually or in person means constantly reworking materials — something hardly viable in fast-changing environments.
One of the most decisive factors in attracting and retaining talent is ensuring that each employee’s time with the company is mutually enriching. Investing time and resources in professional development not only enhances skills but also strengthens the employee’s connection to the organization.
When a company fosters learning, it gains productivity and engagement. However, training must align with the company culture. It’s not just about offering courses, but about maintaining a dynamic, accessible, and transparent learning environment where every employee understands the purpose behind what they’re learning — and how it impacts their day-to-day work.
Building strong relationships with employees also means keeping information up to date. Whether it’s training materials, policies, or internal announcements, providing current content demonstrates rigor, commitment, and respect for people’s time.
The opposite breeds mistrust. An outdated document or obsolete guide conveys disorganization and undermines the company’s credibility. In a world where everything changes quickly, updating content isn’t a minor detail — it’s a form of leadership.
Being an innovative company isn’t just about what happens externally — it’s also about reflecting that innovation internally, in how you communicate, train, and keep information relevant for your teams.
The relationship with employees is largely built through brand culture and the consistency with which the company communicates and lives it. The organization engages with its people not only through direct messages — emails, onboardings, or meetings — but also through everyday gestures: tone, attitude, and actions that paint a clear picture of who the company really is.
However, many organizations lose credibility by failing to live up to their own messages. They project inspiring values externally, but employees fail to recognize them internally. That gap creates distrust and disengagement.
This is why nurturing internal communication is essential: when messages, actions, and values are aligned, culture grows stronger and teams feel like a true part of the brand, not just spectators.
In short, reducing turnover isn’t just about offering better conditions — it’s about building a clearer, more consistent, and evolving employee experience.
When people understand the purpose behind their work, have easy access to information, and experience communication aligned with company values, engagement strengthens naturally, so every employee feels informed, connected, and part of the company’s future.