If you’re still reeling from the last resignation notice you received when the next departing employee shows up in your office to break the news, you may be dealing with more than just a bad week. You may have a serious turnover problem. If you keep losing valued and trusted employees, and you’re seeing promising new hires come onboard only leave within a single year, take a close look at your engagement strategy. Don’t ask how you’re losing them; ask what you’re doing to keep them. Start with a few simple moves that keep your employees loyal even when they’re lured away by other offers.

Provide something your competitors can’t.

Every workplace culture is different, so what does your culture have to offer that others don’t? What sets you apart? Is it an inspiring, collaborative atmosphere where great ideas come to life? Is your workplace friendly and welcoming? Can your teams trust and count on each other during times of stress? Do your workers think of each other as friends and family? Maybe your culture has an elite, driven vibe that makes employees proud to be part of the energy, or maybe your workplace is goofy and fun loving. Work to bring out the best in your culture and dial down the worst.

Do your workers feel appreciated?

After a long hard week of dedication to a project, there’s nothing quite like having the project cut from the final proposal and swept off the table without a word of acknowledgement from upper management. Of course the employee who put in that work will be paid either way, but sometimes work isn’t just about the money. When your teams go the extra mile, make note of it and thank them, regardless of the long-term results for the company.

Listen to their needs and interests.

Encourage your employees to share with you when it comes to their career plans, their personal goals, the subjects they’d like to learn about, and the things they hope to get out of their relationship with your company. As you help them to excel as employees and contributors, make sure they’re also satisfied with their side of the equation. They should be getting returns from the job that are equal to their contributions and sacrifices. If they aren’t, make note of it and provide them with training, compensation and support before they find another employer who can give them what they aren’t getting from you.

Resolve conflicts before they drive employees away.

Sometimes employees leave due to unmanageable conflicts or constant exposure to toxic people. And when this happens, you’ll probably never know. Exit interviews rarely contain statements like “I didn’t get along with my officemate” or “I had to work every day beside a real jerk.” Keep an eye out for these kinds of problems and fix them before they push talented workers out the door.

For more on how to keep engagement high and turnover as low as possible, turn to the Cleveland County management professionals at PSU.