The Five Rs of Employee Retention

*Originally written on 5.31.2018 by Lori Vcran. Updated 5.29.25 by Meghan Sloan*

At NAS, we partner with our clients to help them find the best talent for their organizations. But once you’ve found the perfect candidates for your open roles, how do you keep them? Employee turnover is not only expensive, but it also hurts organizational growth and can negatively impact the company’s overall performance. Although turnover is inevitable, there are ways you can keep it at a minimum, and we call these strategies ‘The Five Rs of Employee Retention.’

R #1: Respect

In a study conducted by the American Psychological Association, 66% of respondents said it was very important to feel respected at work. The basics of respecting your employees include showing kindness, understanding and empathy. It also means listening to their suggestions and working to incorporate their ideas whenever possible. Respect also comes in the form of boundaries with employees. When employees are utilizing PTO or celebrating holidays, respect their privacy and time away. Treating your employees as human beings with lives outside of work will go a very long way in reducing turnover.

R #2: Responsibility

An employee’s level of responsibility should align with their job title and description because it gives employees a clear understanding of their role in the organization and how their work contributes to the company’s success. When employees begin showing or expressing that they are ready for more responsibility in their job, it is essential to provide opportunities for growth, development and career advancement. When employees are entrusted with more responsibilities, it signals that their skills and contributions are valued, which boosts their sense of accomplishment and engagement. Taking on greater responsibility can also challenge employees, helping them to develop new skills and expand their capabilities, which keeps their work interesting and fulfilling. Growth and progression not only enhance job satisfaction, but they also foster loyalty to the company, as employees are more likely to stay when they feel they are evolving in their roles. Without the chance to take on increased responsibility, employees may become bored or feel stagnant, leading them to seek more dynamic opportunities elsewhere.

R #3: Recognition

According to LinkedIn, “approximately 50% of employees believe their contributions go unrecognized, a problem that can escalate turnover rates.” When employees are successful in their work, it’s important to show them that their contributions are valued. Gallup has provided 5 key pillars of employee recognition to help you determine where you can improve.

• Fulfilling employees’ recognition expectations

Is your employee recognition strategy meeting your employees’ expectations? Does what they receive make sense?

• Authentic

Is your employee recognition strategy authentic and now just an item on your organization’s checklist?

• Personalized

Are you recognizing employees in a personal way that makes them feel valued?

• Equitable

Is recognition given fairly across all employees?

• Embedded in your organization’s culture

Is employee recognition part of your company’s daily culture?

Gallup found that “employees who receive recognition that meets at least four pillars are nine times as likely to be engaged.” Using these pillars as a guide, review your current approach to recognition and see what areas can be adjusted or improved to decrease employee turnover.

R #4: Rewards

In addition to Recognition, there are other ways you can reward your employees for their contributions. Rewards are essential in the workplace for employee retention because they serve as tangible recognition of an employee’s hard work, dedication and achievements. When employees feel their contributions are acknowledged and rewarded, it reinforces their sense of value within the company. This positive reinforcement not only motivates employees to maintain high performance but also fosters a deeper emotional connection to the organization. Rewards can include:

• Compensation, such as an appropriate and competitive base salary, commission, bonuses and incentives or stock options.
• Benefits that show employees’ health and well-being are valued in and out of work. Benefits packages should include insurance, paid time off, retirement programs and other helpful services, such as employee assistance programs, wellness programs and legal support.
• Development opportunities that allow employees to grow within your company. If employees are stuck at a certain level, it is more likely they will seek career advancement with another organization. Developmental rewards can also include tuition reimbursement or access to certifications.
• Work-life flexibility that works for your organization and your employees. We understand that not every role is conducive to remote or even hybrid working environments. However, offering childcare, flexible schedules and shift options can help employees feel a better sense of balance.

Reward systems create a culture of appreciation, which helps to build trust and loyalty, encouraging employees to stay long-term. Without meaningful rewards, employees may feel unappreciated, leading to disengagement and a higher likelihood of seeking opportunities with organizations that offer more recognition and growth.

R #5: Re-recruiting

Sometimes employees will leave your organization for other opportunities with high expectations and may experience disappointment if those expectations are not realized. Re-recruiting, or hiring what we call boomerang employees, is an important strategy for employee retention because it brings back individuals who are already familiar with the company culture, processes and values. Boomerang employees often require less onboarding and can quickly resume their roles or easily transition into a new role because they are familiar with your organization. Additionally, boomerang employees bring fresh perspectives gained from their experiences outside the organization, which can drive innovation and improvement. Rehiring former employees also sends a positive message to current staff, demonstrating that the company values its workforce and is open to second chances. This practice helps to retain institutional knowledge and maintain continuity within teams, which ultimately supports long-term organizational success. NAS offers a Boomerang Package that allows you to:

• Develop a direct connection to former employees through personalized, effective outreach efforts.
• Build a stronger company presence and brand positioning through an alumni network.
• And conduct valuable offboarding polling/research to address areas of improvement and reduce overall employee turnover.

How NAS Can Help Improve Your Employee Retention

NAS is a full-service recruitment marketing agency with over 75 years of experience. With offerings such as our Boomerang and Employee Referral programs, we have the resources and team of experts that can help you not only identify and hire top candidates but also retain them. Contact us today to learn more.

Let’s Talk! 

• When Employment Brands Go Astray
• Make your Facebook recruitment page a candidate attractor