Many believe that a good employee retention can be achieved through an extraordinary salary, flexible working conditions, modern and individualised benefits. But that will no longer be enough in the future. It is fundamentally to ensure a holistic and positive employee experience – which also includes older employees. To make this a reality, many components are involved – including retraining and continuing education.

Launch An Engaging Employee Experience

The employee experience aims to turn what is often called “a monotonous working life” into an inspiring, motivating and productive experience for employees. That includes the sum of all the impressions, thoughts and feelings of employees. In other words, HR together with team leads have to take care of the positive employee experience throughout the working life, from the first contact during recruiting to the exit interview. Because that’s what keeps employees loyal to the company.

Unfortunately there is no such thing as a corporate blueprint for a positive employee experience. Every organisation is different: it has a different culture, different work tasks and a different working atmosphere. HR has to listen to employees’ needs, monitor the mood in the company, regularly survey the retention rate and based on these results set up effective measures and develop a fitting company culture.

But social changes in particular can lead to new values and needs. HR managers should keep an eye on these changes; they could also have an impact on the well-being of their workforce. For example, topics such as sustainability and purpose play an important role for many employees at the moment. To create positive experiences around these needs, companies could develop a corporate social responsibility (CSR) strategy together with their employees. This can prove to be effective, especially since more employees now feel empowered to speak up. They want to feel like they do more than just work and that they’ve made a difference. A strong CSR program can also prove to be an effective recruitment tool, as employees look for organisations that give them purpose.

Another idea for improving the employee experience is to change the organisational culture. Employees want more insights on how companies are run, and they want a voice in the planning and implementation of business strategies. As a result, organisational culture now moves away from traditional hierarchies and towards flatter, circular structures that include employees in the decision-making process.

Attention To The Retention Of Older Employees

HR should also think about minorities in the company. They, too, want to be integrated and feel comfortable. In addition, a positive employee experience also applies to older employees. Many of them are frustrated because they can’t get along with the younger generation or are overwhelmed by the ever-changing world of work. They either remain unproductive until retirement, change employers or professions, or retire early. This is where employee retention makes tremendous sense, because it’s not that easy to replace these skilled workers. In addition, they contribute to an efficient work culture because they have professional experience and valuable in-depth expertise, they are more confident and mature.

It is all about managing a multi-generational workforce. The cooperation between younger employees with their fresh and innovative ideas and the older workers with their “wisdom” leads to higher productivity and better solutions to problems. This positive knowledge transfer between the different generations and the resulting benefits, ensure new motivation and commitment at the older employees, and ultimately employee retention throughout the team.

Reskilling And Upskilling Are The Keys for Better Retention

Another important measure to keep the retention rate high is reskilling and upskilling. Obtaining and strengthening the right skills will change the game. Whether young talent or older employees – everyone wants to develop and be promoted. This boosts motivation within the workforce. This can be achieved on the one hand through seminars, workshops, e-learning programs or in-house talent programs, and on the other hand through informal learning.

To bring reskilling and upskilling to a broad level, knowledge should naturally flow through the organisation. Companies need to create a learning-for-all culture where people are encouraged and take responsibility to continue learning as part of their everyday work. They should offer employees the opportunity to learn from one another across different hierarchies, areas of competence, responsibilities and departments.

Training and development not only make employees feel more valued and motivated, but also disrupt their monotonous work environment. Employees gain new experiences, change their perspective and experience “aha” moments. Reskilling and upskilling is also a great way to counteract the shortage of skilled workers by developing your own employees.