Top 6 Employee Retention Tips

By Wood Recruitment - 10 May, 2022

975,000 people changed jobs last year in Australia according to the ABS, and a further 60% of people plan on doing the same before the end of 2023.

On a global scale, the Harvard Business Review found that 41% of employees are considering resigning from their roles, and 36% of those are prepared to do so without a replacement job lined up.

Even prior to the pandemic, job tenure has been on the decline; where the average employee once stayed for about five years in a role, a 2021 report found the median tenure today to be as low as 1 to 2 years. As a result of these drastic employment trends, businesses are losing money instead of successfully retaining their mid to senior people and HR professionals. Furthermore, workplace leaders and recruitment specialists are being forced to re-assess their hiring strategy for 2022.

To assist you in minimising the fallout from employee turnover and to inspire you with fresh tips and motivation, here are our top 5 staff retention tips.

Tip 1: Calculate Your Business’ Cost of Low Retention

Entry-level employees cost between 30 – 50% of the annual salary to replace, while the number rises upwards of 150% for mid-level employees, according to Forbes. These costs include hiring, onboarding, training, ramp time to peak productivity, the loss of engagement from others due to high turnover, higher business error rates, and general culture impacts.

Furthermore, a study from the Centre for American Progress, citing 11 research papers published over a 15-year period, determined that the average economic cost to a company of turning over a highly skilled job is 213% of the cost of one year’s compensation for that role. That same cost can be applied to Australian companies. And with high performers delivering approximately 400% more in productivity than the average employee, losing even a few of your star employees can have an astronomical impact on your bottom line.

Thus, employers and HR managers need to prioritise implementing strong retention strategies in their workplaces, or risk being affected by these disastrous consequences.


Tip 2: Investigate Industry-Specific Drivers of Staff Turnover

To improve employee retention rates in 2022 and roll out a successful recruitment strategy, our second tip is to investigate and explore what entices people to stay in a job in your industry and more importantly, what makes them leave.

SEEK data recently revealed that 31% of Australian workers are looking to move jobs in the next 6 months for the following key reasons:

  • Career progression (44%)
  • Higher pay (42%)
  • Poor leadership or culture in their current workplace (39%)
  • Career burnout or lack of work-life balance (36%)

Furthermore, LinkedIn published the following trends on the key motivators that are driving changes in people’s attitudes and workplace preferences.

These motivators include:

  1. Employee training +16.7%
  2. High calibre talent +12.8%
  3. Compensation and benefits +11.4%
  4. Inclusive workplace +9.4%
  5. Job security +8.7%

To conclude, it’s essential that HR managers and employers who are struggling with talent acquisition and retention to start by investigating and analysing the key trends that are driving their workers to quit. Armed with this information, companies can then strategically update their digital marketing strategy, employee-value-proposition, online branding, and workplace culture.

Keep scrolling to find out the benefits of conducting these strategic updates and don’t hesitate to contact us if you’d prefer direct communication with the Wood Recruitment team.


Tip 3: Implement a Workplace Mental Health Program

Infinite lockdowns; daily fear of job loss; daily fear of a compromised loved one dying from COVID-19; kids “remote schooling” at home while dealing with being cut off from friends; dramatic changes in how and where work is done – and the big one, unimaginable anxiety from not knowing what comes next.

All of these have created a health injury as or more serious than the virus itself, which can be seen from Gallup’s global wellness report which reveals that 70% of people reported suffering from mental health issues last year (2021).

Australian research conducted by McKinsey also uncovered similar mental health trends in Australia, with 43% of people reporting they often experience work-related stress, 49% are worried about the negative impacts of going back to work, and 83% believe workplace wellbeing is the responsibility of the employer.

Thus, companies are recommended to prioritise their employee’s mental wellness by listening to their needs, implementing workplace-based wellness programs and fostering strong relationships between managers and employees.


Tip 4: Implement an Effective Online Brand Strategy

With 90% of jobseekers now going online to research career opportunities, it’s a fundamental requirement for companies to implement an effective digital marketing brand strategy, particularly when staff retention is an issue.

The strategy should be tailored towards achieving key recruitment marketing objectives such as:

  • Achieve website traffic to key landing pages.
  • Increase social media followers and engagement.
  • Receive high-quality job applications/resumes.

Key elements to include in the strategy are having a local Google Business Profile, posting high-quality updates accompanied by links and visuals on social media at least three times per week, having a fully search engine optimised website, and posting long-form, informative blogs.

We also highly recommend analysing core digital marketing metrics regularly to ensure the overall strategy remains relevant, engaging, and attractive to both active and passive candidates.


Tip 5: Consider a Hybrid Workplace

3 in 5 Australians are looking for a degree of flexibility in their working arrangements with a mix of working from home and in the office or workplace, according to McCrindle. In fact, only a quarter of employed Australians prefer the more traditional approach with everyone working from the workplace all the time.

This nationwide preference for a hybrid approach shows that the aspects of workplace culture and community which are missed when working solely from home are still able to be met when employees meet in the workplace to collaborate.

If flexible work arrangements aren’t currently present in your business structure, investigate if this could a potential driver for turnover amongst your workforce.

You never know, it might just be the golden key to your retention challenges.


Tip 6: Be a Leader of the Future

SEEK Insights recently found that poor leadership was one of the top reasons why Australian employees quit their job in 2021. It’s often the root cause of poor financial performance, low employee engagement, and costly staff turnover.

The key attributes required to be a good leader range from emotional intelligence and relationship management to operational planning, according to the Australian College of Professionals (ACOP), which also recommend leaders of the future strive for these 7 core traits:

  1. Communication
  2. Organisation
  3. Confidence
  4. Integrity
  5. Adaptability
  6. Relationship Building
  7. Delegation

Thus, while education and practical experience are both big contributors to a leader’s performance, soft skills are becoming more and more prevalent in the shaping of the future workplace.


Our Conclusion

The benefits of investing in new and improved business strategies that aim to improve employee retention include increased workforce performance, productivity, engagement, and a reduction in unwanted costs as a result of staff resignations.

At Wood Recruitment in Perth, we understand the challenges that are emerging alongside Western Australia’s fast-paced recruitment marketplace. Demand is high and candidate laws of attraction are changing. If you need a hand with your talent acquisition or retention goals in 2022, don’t hesitate to give our friendly, expert team a call on (08) 9221 8122 or email

In the meantime, follow us on LinkedIn or sign up for our monthly newsletter created and written for Australian employers, business leaders and HR managers.

Get back to Blog listing


  • July 2022

Wood Recruitment have given us consistently great service over many years. They really understand our business and culture, and they care about doing a great job. Highly recommended.


  • June 2023

A great experience with Liam from the promptness of reaching out to arranging a catch up and providing details. The method of communication was excellent too very conversational and provided great summary feedback after. Awesome work.


  • June 2023

I had an amazing interview experience with Liam. Their professionalism, expertise, and personalized approach were truly impressive. They guided me throughout the process, provided valuable insights about a job opportunity. I highly recommend Liam for anyone seeking exceptional recruitment assistance.


  • June 2023

Positive experience on the full onboarding process. The team makes sure you are advised on what to expect in the interviews and follow ups.


  • June 2023

Wood Recruitment is an excellent agency. The responses when applied for a job were very quick and helpful and they will make sure they identify the right resources for their job demand. The HR team is absolutely fantastic and they really know what they are doing.


  • June 2023

Wood Recruitment has been the best agency I have dealt with over my working career. From the get go Peta was friendly, attentive to what I was looking for (temp/contract work) and confident in what she had to offer. It may have just been great timing for all parties but my process was extremely fast. I had an initial phone call with Peta after my profile was found on SEEK, then we had a video chat a few hours later and I was offered a temporary assignment that same start the following morning. I am truly grateful for the assistance Peta and Wood Recruitment have given me and look forward to future opportunities with them :-)


  • June 2023

Really pleasant experience, great staff, swift service and great guidance. They found the perfect opportunity for me to grow myself and away move from hospitality. Highly recommend.


  • July 2023

Wood Recruitment is a sound recruitment agency with years of experience, Liam was extremely helpful, I would recommend without hesitation, great team with great jobs available.


  • July 2023

The whole experience with Wood Recruitment was excellent. It was great meeting with Saskia. She not only paid attention to what I was looking for but also explained how everything will work. She was professional and understanding of my situation and clearly explained everything to me. I would highly recommend Wood Recruitment for anyone looking to further their career.


  • July 2023

Peta & Scott were friendly, professional & well prepared. Relaxed interview experience. Communication was clear and follow up prompt. Aveli was also helpful and responded to queries right away.


  • July 2023

I highly recommend Liam from Wood Recruitment! You won't find another recruitment agent in Perth with as much knowledge and helpful advice to give as Liam goes above and beyond for his clients. Thanks again Liam.


  • July 2023

After locating my profile on SEEK, Peta at Wood Recruitment managed to secure me a position after a 3 day turnaround i.e emails, phone calls and in-house meet & greet. She was friendly, attentive & understood my need for temp/contract work. The process was fast and hassle free. I am truly grateful and appreciative for the assistance Peta and Wood Recruitment have given me and for the Company that I am about to start work with.

100% Guaranteed

Employees & Service

Decades of experience helping fill the HR needs of top companies


Functional Program

We'll help you prioritise what's important to you in your next career

There was a problem with your submission. Errors have been highlighted below..

Need Assistance finding the right people for your business?