Retention vs. Engagement: Why Staying Doesn’t Mean Thriving

For the past couple of years, businesses have seen a slowdown in employee turnover—a trend widely referred to as the ‘Big Stay.’ With economic uncertainty and job security concerns, many employees chose to remain in their roles rather than actively seek new opportunities.

However, signs suggest that this stability may be shifting. More organisations are predicting higher employee turnover in the coming months, and many HR professionals have reported a decline in staff engagement. While people may have stayed put for longer than usual, that doesn’t mean they’ve been completely satisfied.

Employees Want to Move—but Hesitate

A significant number of professionals are open to new opportunities, but concerns about job security have held them back. Many employees have considered making a move but ultimately decided to stay because of uncertainty about the economy, company stability, or potential risks of starting a new job.

For HR teams, this presents a challenge. Retaining staff isn’t just about whether they stay in their roles—it’s about ensuring they remain engaged, productive, and committed. If employees feel ‘stuck’ rather than choosing to stay, motivation levels can drop, leading to quiet quitting, disengagement, and lower performance.

What Can HR Leaders Do?

The end of the Big Stay doesn’t have to mean an exodus of talent. Instead, HR leaders should focus on retention strategies that go beyond job security and truly enhance employee experience.

1. Strengthen Employee Engagement

When people feel connected to their work and their organisation, they’re less likely to look elsewhere. Regular feedback, meaningful recognition, and a strong sense of purpose can make all the difference. Engagement surveys and one-to-one conversations can help identify areas where improvements are needed.

2. Improve Communication Around Stability

Employees who are uncertain about their future are more likely to consider leaving. HR and leadership teams need to be transparent about business performance, long-term plans, and job security. Clear communication helps to build trust and reduce unnecessary anxiety.

3. Provide Clear Career Growth Opportunities

If employees don’t see a future in their current role, they’re more likely to seek one elsewhere. Career development should be a priority—whether through structured learning, mentorship programmes, or internal mobility opportunities. When people can visualise their next step within the company, they are less likely to leave.

4. Focus on Workplace Experience, Not Just Retention

A strategy based purely on retaining staff isn’t enough. The focus should be on creating an environment where people genuinely want to stay. This means looking beyond pay and benefits to consider flexibility, culture, and work-life balance.

Preparing for a Shift in the Market

As more employees reconsider their career options, businesses need to be ready. Some organisations will see an increase in resignations, while others will successfully retain their best people by prioritising engagement and growth.

For HR teams, the key takeaway is clear: don’t become complacent during periods of low turnover. A workforce that stays put out of fear or uncertainty isn’t a workforce that thrives. By proactively investing in engagement and development, businesses can create teams that are not just present—but productive, motivated, and committed for the long term.

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