By Cala Ahmed

Working life has changed drastically in the past decade, however as we continue our journey towards a new hybrid working model and battling movements like quiet quitting and the great resignation, businesses need to thoroughly understand how workplace culture and employee retention intertwine.

We recently hosted an exclusive online webinar where our experts dove into the relationship between culture and retention in the workplace. Presented by one of our Senior Workplace Relations Consultants, Cala Ahmed, she explained the link between these two crucial functions and shared five ways businesses can work to stop employee stray.

If you didn’t make it or you’d like to know more about this topic, here we cover the key things Cala addressed in this workshop including the good culture strategies every employer should know to retain top talent.

So, what is the connection between workplace culture and employee retention?

Understanding the spark

Culture and retention are an unlikely pair but the relationship between the two can impact almost every aspect of a business from employee satisfaction and productivity, to cost and time savings, as well as business growth. The impacts of a negative or even toxic culture for any organisation can lead to unhappy and unengaged staff. Unsatisfied staff may result in substandard work, disgruntled clients, and a high staff turnover. So, when businesses invest in and care about their people, the benefits will only flow.

Why do staff leave?

The online job search platform SEEK research uncovered three main internal factors that are driving forces behind the decision for employees to leave their roles and they are:

  1. Work conditions and working environment.
  2. Organisational changes or restructures.
  3. Management and leadership in the business.

In addition to reasons including a lack of appreciation, burnout, and general unhappiness, employees are prioritising themselves, their families, and their work-life balance when it comes to their employment efforts and engagement. It’s simple: the more a business cares for its people, the more likely staff are to show loyalty.

How can I stop employees from straying?

1. It’s all about attention: build engagement

Cultivating ways to improve engagement between your staff and management starts with open and honest communication. Introducing new opportunities for employees to give candid feedback, whether in the form of anonymous surveys or one-on-ones will help your business keep a finger on the pulse and be able to initiate change at the first instance of potential worry.

2. We live for the applause: recognition and rewards

Building a culture of recognition is so much more than simply recognising people every so often, it requires frequent, dedicated, and specific acknowledgement of the personal and professional achievements of all staff. To ensure this is consistent within your business, you should look to prioritise rewards that are both social and monetary.

3. Get the beginning right every time: recruitment and onboarding

The search for the right fit is often at the top of every business’ recruitment process and while employees are expected to sell themselves and their skills, you should also focus on selling your company to a potential recruit. Emphasise things like your culture, fringe benefits employees are entitled to, generous parental leave policies, and any awards your workplace has received like a ‘Best Place to Work’ list.

Your chosen recruit has said yes, now it’s time to create an onboarding experience that will impress them. Shifting the feeling from outsider to insider will help your newest employee know they’re appreciated and that they’re a part of the organisation from the very first week.

4. Professional development

Training and developing your staff are one of the single biggest signals that your business values its people and is investing in their skills and talent. It’s so important that employers create opportunities for formal and informal professional development from lunch and learns and internal mentorship programs to company or industry expert speakers and online courses.

5. Culture with a capital C

Resources, management, time, and shared vision are just some of the things that need to be on the same page to create a culture that benefits every single member of the business. Without this, staff morale dissipates, satisfaction falls, productivity decreases, and the likely hood you’ll lose employees increases. Don’t let anything get in the way of your business creating a good workplace culture – having positive office culture is everything.

Protect yourself, your business, and your people: how HR Assured can help?

To help you with any workplace compliance questions you might have, we’d like to offer you a FREE HR Health Check for your business. Our experts will complete a thorough evaluation of your HR that’ll help uncover any hidden risks before they become problems.



If any information in this article has raised any questions about workplace culture and staff retention or you have another matter you need advice on, please reach out to our experts via our 24/7 Telephone Advisory Service.

Not an HR Assured client? If you’d like more information about the benefits of becoming an HR Assured client, contact us today for an informal chat.

Cala Ahmed is a Senior Workplace Relations Consultant and assists a variety of clients with employee relations and compliance matters. She is currently studying for a Bachelor of Business/ Law.