Retention: You’ve Hired. Now What Are You Doing to Keep Your Staff?

Employee Retention

We all know the value of good employees. The ones who are self-motivated, loyal to the company, and are team players willing to support others to make the organization the best it can be. This translates into a better working environment for all, increased morale and productivity, and a better customer experience, which impacts of course on bottom line and/or recognition for the company.

But how do you plan to keep these employees? Here are just a few of the things you need to be looking at.We all know the value of good employees. The ones who are self-motivated, loyal to the company, and are team players willing to support others to make the organization the best it can be. This translates into a better working environment for all, increased morale and productivity, and a better customer experience, which impacts of course on bottom line and/or recognition for the company.

But how do you plan to keep these employees? Here are just a few of the things you need to be looking at.

1. Career development opportunities —demonstrating loyalty and commitment to an employee through career development opportunities is a benefit that is very successful in helping to retain workers. Challenge workers by giving them more interesting work. Continuous learning and managing talent appropriately should be one of the key tactical initiatives discussed by your HR team and line managers. Create opportunities for your employees to continuously develop their skills, be that through in-house training or financial support for external education. Show your employees that you are interested in developing a career path plan with them.

2. Workplace flexibility —today’s workforce desires a better work/life balance. Better understand generational differences (i.e. ,the millennium generation, baby boomers), and create work environments to suit their needs. Flexibility around work hours and location can be a key retention tool, as can the ability to telecommute, childcare facilities in the building, flex days, time for children or eldercare.

3. Incentives and compensation — not everything is about salary, but if you’re not at least in the ballpark with the industry average it could be a reason for losing someone to the competition. Ensure you are competitive and highlight non-monetary benefits to address competition from other industries (e.g., do you provide opportunities for career development, flexible hours or the opportunity to be mentored?).

4. Recognition and respect — show your employees that you value their successes and appreciate the effort made to meet their goals. Recognize these employees publicly within the organization and celebrate publicly, be it through awards, the company newsletter/blog, etc.  

5. Organizational culture — do your employees feel part of your organization? Do they have a sense that what they do matters, and understand how their work relates to the company vision? Adopt progressive human resources practices to stay on top of what is motivating employees (“stay” interviews) and develop tailored retention plans based on workforce demographics. Management that is sensitive and creates a welcoming and respectful workplace as demonstrated through appropriate compensation, a good work-life balance, and appreciation for excellent performance will contribute to a culture where employees feel appreciated and proud to represent the company.

To keep good employees, you must meet their needs and expectations, and understand what keeps them inspired. Senior managers must understand the dynamics of their current employee base, the drivers of turnover, and the best ways to communicate with their employees. Remember the things that initially draw people to a company (pay and benefits) are not the same thing that keep them there. Work-life balance, career development, performance management and company culture all become part of the equation when an employee starts thinking, “Should I stay or should I go?”  


Michelle Branigan is CEO, Electricity Human Resources Canada.

Related Articles


Latest Articles

  • EFC Supporting Industry Amongst Tariff Uncertainty

    EFC Supporting Industry Amongst Tariff Uncertainty

    As a major representative of the electrical and automation industry, Electro Federation Canada remains committed to supporting its members and the industry overall in navigating the complexities of international trade policies. Read More…

  • CanREA Launches New and Improved Go Solar Guide 2025

    CanREA Launches New and Improved Go Solar Guide 2025

    March 21, 2025 The Canadian Renewable Energy Association (CanREA) launched the 2025 edition of its annual Go Solar Guide today, encouraging Canadians to go solar. The 2025 version is new and improved: Now a web portal, it is free and accessible to everyone, anytime. “CanREA is proud to produce an annual consumer guide containing everything… Read More…

  • STANDATA Interpretation: 2024 Canadian Electrical Code, Part 1 Section 6 – Number of Supply Services Permitted

    STANDATA Interpretation: 2024 Canadian Electrical Code, Part 1 Section 6 – Number of Supply Services Permitted

    March 21, 2025 Purpose To clarify requirements for installations regarding the number of supply services permitted to be located on one unit of a building consisting of row housing for residential occupancies. Discussion There has been inconsistent application of the 2024 Canadian Electrical Code (CE Code) Part 1, Rule 6-102 regarding type and location where… Read More…

  • PEI Pauses Solar Electric Rebate Program

    PEI Pauses Solar Electric Rebate Program

    March 21, 2025 Rebate pre-approval letters for the Solar Energy Rebate program are currently on hold as the PEI government conducts a program review to ensure it continues to provide the best possible benefits to the most Islanders. We appreciate your patience. We do expect the program to be operational in the coming weeks. Check… Read More…


Changing Scene

  • Mersen Fuse Selection Guide

    Mersen Fuse Selection Guide

    March 21, 2025 Unlock Instant Access to the Mersen Fuse Selection Guide Learn how to match voltage ratings, nail amperage calculations, master interrupting ratings, and conquer temperature derating, all without breaking a sweat. Go HERE to download Read More…

  • EFC’s Business Sections Welcomes New Field Service Vice Chair

    EFC’s Business Sections Welcomes New Field Service Vice Chair

    March 21, 2025 EFC is pleased to announce Matthew De Ciantis, M&D De Ciantis Enterprises Inc., as the new Vice Chair of the Field Service Business Section. Matthew is a long-standing professional in the electrical industry who fulfilled many roles within his generational family electrical contracting company. Matthew’s experience and breadth of operational knowledge has… Read More…

  • EFC Welcomes New Manufacturer Member: NOARK Electric

    EFC Welcomes New Manufacturer Member: NOARK Electric

    March 21, 2025 NOARK Electric is a global manufacturer of low, medium and high low voltage electrical components for industrial applications. They specialize in providing electrical circuit protection and motor control solutions for OEMs, contractors, and distributors. Dedicated to quality and value, their mission is to deliver top-tier products at exceptional price, backed by world-class… Read More…

  • Mac’s II Agencies Strengthens Lighting Division

    Mac’s II Agencies Strengthens Lighting Division

    March 19, 2025 Mac’s II Agencies Announces Jamie Capell as the New Sales Manager for Lighting Specification Mac’s II Agencies is pleased to announce the expansion of its lighting division with the addition of Jamie Capell as the Sales Manager for Lighting Specification. Jamie brings 25 years of experience in the lighting and electrical industry, most notably… Read More…