The Great Resignation Hangover: How to Retain Top Talent in a Tight Market (2024 Strategies)

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Employees who feel valued and appreciated are more likely to stay, and stay engaged and productive.

A Strategic Beginning: Retaining Talent Post-Great Resignation

The Great Resignation may be a recent memory, but its effects are still rippling through the job market. With competition for skilled workers fiercer than ever, employers are facing a “hangover” – the ongoing challenge of retaining top talent. In this candidate-driven market, simply attracting qualified applicants isn’t enough. Companies need a strategic retention plan to keep their best employees engaged and prevent them from jumping ship.

To navigate this hiring and retention challenge, organizations must focus on strategies that foster loyalty and reduce turnover. From stellar onboarding experiences to robust compensation packages, each aspect plays a crucial role in retaining top talent. Here, we’ll explore key strategies to combat the Great Resignation hangover and restore a workplace culture that fosters loyalty and reduces turnover.

Invest in a Stellar Onboarding Experience

First impressions matter. A strong onboarding program sets the stage for a positive employee experience and increases the likelihood of long-term retention. According to a study by Greenhouse, new hires who go through a structured onboarding program are 58% more likely to be with the company after three years.

Here are some key elements of a successful onboarding program:

  • Clear communication: Provide new hires with a comprehensive overview of the company, their role, and expectations.
  • Meaningful introductions: Connect them with colleagues, mentors, and key stakeholders.
  • Targeted training: Equip them with the skills and knowledge they need to be successful.
  • Regular check-ins: Schedule regular meetings to answer questions, address concerns, and ensure they feel supported.

Implement the “90 Day Rule”

The first 90 days are critical for new employee retention. The 90 Day Rule emphasizes the importance of heightened focus and support during this initial period. This includes ongoing feedback, opportunities to demonstrate their skills, and clear goals to work towards. By investing in their success early on, you’ll increase their sense of belonging and commitment to the organization.

Offer Competitive Compensation and Benefits Packages

In today’s market, competitive salaries and benefits are no longer a differentiator – they’re an expectation. Conduct regular salary benchmarking to ensure you’re offering competitive compensation packages that reflect the value your employees bring. Beyond salary, consider benefits that cater to employee well-being, such as health insurance with mental health coverage, flexible work arrangements, and generous parental leave policies.

Foster a Culture of Recognition and Appreciation

Employees who feel valued and appreciated are more likely to stay engaged and productive. Employees who feel recognized are four times more likely to feel valued and twice as likely to consider staying with their employer. Implement a recognition program that acknowledges both individual and team achievements. This can be through public praise, rewards programs, or simply offering a sincere “thank you.”

Prioritize Employee Well-being and Development

Today’s employees seek a work-life balance and opportunities for professional growth. Promote employee well-being by offering mental health resources, flexible work arrangements, and programs that support a healthy lifestyle. Invest in your employees’ professional development by providing training opportunities, tuition reimbursement for relevant courses, and mentorship programs.

Build Strong Employer Branding

Your employer brand is your reputation as a workplace. A strong brand that showcases a positive culture, opportunities for growth, and a commitment to employee well-being will attract and retain top talent. Utilize social media platforms like LinkedIn to showcase your company culture and employee stories. Actively participate in industry events and build relationships with potential candidates.


As we move further into 2024, the Great Resignation hangover is a reality for employers in today’s tight job market. By prioritizing employee retention through strategic initiatives, companies can build a loyal and engaged workforce. Remember, your employees are your greatest asset. By investing in their well-being, development, and creating a positive work environment, you’ll foster a workplace culture where top talent wants to stay.

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