Change shouldn’t be disruptive but an opportunity to grow, whether it’s a shift in company strategy, a tech investment, or implementing new ways of working. Change is essential for company growth, but it can often disrupt one of the most critical elements of success: employee engagement. When businesses undergo significant transitions, employee engagement tends to dip, which in turn takes a toll on employee retention.
Research shows that engaged employees contribute to 21% higher profitability, whereas disengaged employees are much more likely to leave. In some industries, turnover can soar by up to 50% within just six months of a major change.
So, how can companies stop this turnover cycle? The answer lies in how well they manage employee engagement during these periods of change.
The link between engagement and retention
Employee engagement and retention are deeply interconnected. When engagement levels drop, so does loyalty. During times of organisational change, employees are often faced with uncertainty, leading to feelings of disengagement. A Gallup study found that nearly 70% of employees reported feeling disengaged during significant transitions.
Disengaged employees are more likely to be unproductive, experience lower morale and, ultimately, leave the business. This cycle can be devastating, especially when it results in the loss of top talent who are crucial to your company’s success.
Strategies to combat turnover during change
- Transparent communication
Open and honest communication is the foundation of trust. When employees understand the reasons behind a change and what it means for them, they’re more likely to feel valued and included.
- Involve employees in the decision-making process
Companies that actively involve their employees in the decision-making process during times of change experience a 40% increase in engagement levels. When employees feel like their voices are heard, they are more likely to stay invested in the company’s success.
- Provide support and resources
Offering training programmes, career development opportunities and the necessary tools for success helps employees feel prepared and supported. This not only aids engagement but also builds loyalty, as employees appreciate the investment the company makes in their personal growth.
- Regular feedback loops
Engagement requires ongoing attention. Regular feedback loops—whether through surveys, one-on-one meetings or team check-ins—allow companies to address concerns in real-time and adapt their strategies accordingly. Listening to employees and adjusting based on their input demonstrates that the company is committed to their well-being,
- Leadership presence
Leaders need to be visible, accessible and willing to listen to their teams during times of change. By being present and offering consistent support, leaders can help guide employees through the transition and ensure they remain engaged and motivated.
At a glance
Change is inevitable. But with the right strategies in place, it doesn’t have to lead to disengagement and high turnover. By focusing on employee engagement, businesses can keep their teams motivated, productive and loyal. When employees feel valued and engaged, they’re more likely to weather the storm of change with you. And in the process, they’ll help your company grow stronger, more resilient and more successful in the long run.