Following another year of dismal recruiting and retention numbers for local government entities across the state, 68% percent of Michigan local governments reported that they planned to increase wages and salaries in the 2022–2023 fiscal year — a record-high percentage in a decade-long trend of jurisdiction pay increases tracked in the annual Michigan Public Policy Survey. This is great news for workers and is one factor that influences retention.
In today’s highly competitive job market, compensation alone won’t attract or retain talent. The cultivation of great work environments that not only engage employees but also facilitate their growth and development is key. Attracting and retaining talent hinges on the establishment of such environments. Create an engaging environment by focusing on three key areas:
Set Clear Expectations and Priorities
According to a study by HR Analytics company Effectory, employees who have clarity about their roles don’t only feel more empowered and motivated than those with role ambiguity; they’re 53% more efficient, 27% percent more effective, feel “significantly more passionate” about their job, report higher levels of job satisfaction, and are more likely to stay with the organization.
Ask yourself:
- Does each team member have clear goals?
- Does each team member understand which tasks take priority?
- Does each person also understand the roles and responsibilities of their team members?
- Where there is overlap in tasks, are individual responsibilities clear?
- Does each person understand not only how best to fulfill their role and responsibilities but also why?
Provide Direct Managerial Support
Research proves the old trope that people don’t leave their jobs, they leave their managers. According to Gallup, a manager’s support influences 70% of an employee’s engagement at work. How well are your managers meeting today’s employees’ needs, such as:
- Regular (daily) communications and 1:1 meetings
- Frequent feedback and recognition
- Listening – asking and actively listening to concerns, struggles, and challenges
- Strong relationships built on a foundation of trust, care, and well-being
- Encouragement and planning of growth and development
Today’s post-pandemic work environment has produced unprecedented challenges for managers, one many struggle to navigate. According to a 2023 survey by Gallup, only 48% of managers strongly agree that they currently have the skills needed to be exceptional at their job. They need our support.
Devoting time and resources to developing managers is a game-changer. Great managers retain workers. Formal training and roundtable discussions focused on communication, giving feedback, performance management, and development planning can be instrumental in creating engaging work environments to retain top talent.
Foster a Sense of Belonging
Workers want a work environment where they feel like they matter and what they do makes a difference. They want to feel connected to the mission of the organization and the people they work alongside.
Build a strong sense of community and belonging for your employees by:
- Creating opportunities for frequent sincere interactions for employees to connect.
- Providing regular feedback and acknowledgment.
- Holding events, roundtables, town hall meetings, and community service opportunities
- Training managers to build strong relationships with team members.
- Communicating regularly how results impact citizens and the community.
In the race to retain top talent, remember that building an exceptional workplace isn’t just a strategy – it’s a commitment to fostering growth, creating a sense of belonging, and meeting the fundamental needs of your employees. By prioritizing clear expectations, robust manager support, and meaningful connections alongside fair compensation, your organization will not only survive but thrive in the competitive landscape. In the pursuit of talent retention, you’re not just investing in your workforce; you’re shaping an environment where both careers and organizations flourish.
Kerreen Conley, a principal of Rehmann’s HR Solutions and advisory services, specializes in the unique needs of public sector organizations.
This article was originally written for the February 2024 issue of the Michigan Association of Counties Magazine.
