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Today’s companies face several challenges in meeting the demands of the market, shareholders, and workforce.

For several years, workers have been yearning for more than what the traditional workplace offers. People want to be well, healthy, have a balanced life, spend more time with family, have time for themselves and hobbies, contribute to their full potential and grow personally.

What employees want and what they don’t want are among the important elements to consider in corporate retention strategies.

When we survey people who are uncomfortable in the workplace, the same complaints about certain workplaces regarding their internal policies (unwritten rules) emerge:

  • Not feeling heard or listened to
  • Feeling that their skills are not being used to their full potential
  • Seeing inconsistencies that rely on tradition rather than solving dead ends
  • Hearing a lack of openness to change

According to a recent study by Indeed, among 74% of people who are looking for a job, 80% of them are looking for well-being. This is not trivial, and it is revealing.

If you want to curb a staff retention problem, here are some tips and current trends.


1-Integrating the 3 parts of the mind

Human management integrates the understanding of the three parts of the mind and aims to optimize the organization by valuing the uniqueness of everyone.

Corporate wellness is crucial to meeting the demands of the workforce.

  • Personal alignment promotes employee retention and engagement.
  • Team activities strengthen synergy and collaboration.
  • Investing in wellness increases productivity and satisfaction.
  • Professional coaching offers personalized support to improve individual and collective performance.

By promoting these practices, companies create an environment conducive to employee development, increasing productivity while allowing everyone to be themselves, without adaptation.

Psychometric tests, to understand these three parts of the mind (affective, cognitive and conative), offer a complete perspective on the mental functioning of individuals.

The conative aspect, or the instinct to act, is the component of the mind that is little known. Unlike the affective and the cognitive, which evolves and changes over time, the conative remains the same throughout our lives. It informs about the instinct to act, i.e. natural talents, strengths, modus operandi and mental energy management.

We are the only certified company in Quebec and in the French-speaking world to make you live the experience of conation with Kolbe to align everything mentioned above.

2-Avoiding inconsistencies

Values help build the foundation on which employees can grow over time. Each of the values should have a definition, expected behaviors and controls to ensure their implementation. To ensure consistency, the decisions and actions taken by management and employees should be in line with the values. Behaviors, management style and team dynamics will then be in harmony and facilitate change and transformations.

Inconsistencies appear when there is a contradiction between values and what is.

  • The values observed are different from those stated, so the door is open to personal decisions and actions to the detriment of the company.
  • Behaviors, management style and team dynamics are contradictory to values.
  • The decisions made for structures are not related to values, for example, a bonus based on individual performance in a company that has a value of collaboration.

Every choice, every decision, every action affects consistency in business. It is important to have the mechanisms in place to avoid inconsistencies.

3-Inspiring leaders in the management team

Employees want caring managers who will support them on their journey. They want to be listened to, to have their potential recognized and used, and above all a healthy work environment. To meet this demand, it is suggested to have inspiring leaders. Here are some key points to consider:equipe

Authenticity: Being present, here and now, requires introspection, to be able to know ourselves, to know our irritants, our triggers, our state of mind, to know what we give off.

Clarity: Clear and effective communication, whether interpersonal or digital, is fundamental for collaboration and allows you to better align teams for success.

Safe climate: Knowing how to establish a climate of trust requires openness to employee opinions, integrity, two-way feedback, not to mention regular internal communication about the company.


Work-life balance through telework and flexible schedules: Telework is now part of the working conditions in many companies, with a considerable increase since the pandemic. Flexible work schedules and locations attract and retain top talent. On the one hand, the large geographical area of hiring for recruiters makes it easier to select talent. On the other hand, the reduction in daily transport becomes an attractive argument for choosing one job over another for staff. Even better, today’s workplaces that care about the well-being of their teams are implementing activities such as virtual coffee breaks, which encourage employees to connect with colleagues and create mental space for everyone.

Health and well-being: A company implements measures that encourage the health and well-being of its employees such as free sports activities, awareness around mental health, meetings where the opinion of the staff is listened to and applied stands out. There are many examples of people-conscious workplaces that demonstrate how the common well-being of a team is a real added value to workforce retention.

Diversity and inclusion: A diverse and inclusive work environment is a source of innovation. Diversity policies are not only ethical, but they are also strategic to the success of any business. 

A diverse and inclusive work environment is more than just an ethical standard: it is a critical lever for innovation and strategic business success. Diversity brings a variety of perspectives, experiences, and skills that enrich creativity and problem-solving. By encouraging diversity, companies are expanding their talent pool, attracting individuals with diverse backgrounds and unique talents. It also fosters a climate where everyone feels valued and respected, which boosts team engagement and productivity.

Environment and social commitment: Field observations and studies prove that environmental and social issues are among the major concerns of today’s workforce. A company that misses these concerns could see its commitment and retention of staff experience certain difficulties. Being transparent about the concrete actions implemented in your organization is a great opportunity to demonstrate how your company acts in line with its core values. Whether it is by considerably reducing the printing of documents, thereby reducing one’s carbon footprint or by getting involved in social causes or in the community, the means taken to highlight one’s involvement are an asset that should not be neglected. When a young recruit questions the company’s actions to counter global warming at its level, they can be shared.

In conclusion, corporate retention is a crucial challenge but also a strategic opportunity to reconcile the individual aspirations of employees with organizational objectives. By taking a holistic approach that integrates the 3 parts of the human mind, an inclusive work environment and policies for sustainable development, companies can not only preserve their human capital but also boost engagement and productivity. Investing in retention is not just an operational necessity, but a strategic choice to stand out in a competitive and evolving market.

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