Opportunities are everywhere. Today, you can find endless job opportunities online and can even get hired in a matter of minutes. 

The job market has become so competitive that one of the major problems of companies is retaining good and high-performing team members. 

If you are a company experiencing high turnover, or a professional always changing jobs, or looking for more opportunities, here are some things you need to know about retention. 

Why Staying Matters

Working in the outsourcing industry means dealing with evolving client demands, tech-driven changes, and new job opportunities every year. While these things make working in the industry exciting, it also challenges companies to create more than just jobs. It challenges them to build environments and work culture that will make people stay. 

Managers should understand, it is not always about the paychecks. People are now after:

• Stability without stagnation
• Growth without burnout
• Purpose alongside performance

   

So if your employee chooses to stay and work with you for a long time, it means something deeper is working in your company. 

1. There is actual growth

Today, it is not about the money. It is about the skills and the growth that the company provides for its employees. A lot of companies promote growth and development during the hiring process to encourage applicants. But few really commit themselves to providing this experience to their employees. That is why a lot of employees leave their workplace despite the good compensation because they don’t feel the growth and professional satisfaction they were promised to.

If you are a manager and you want your high-performing team members to stay with you, make sure you provide them plans for professional growth. Ask them about their career plans, and how the company can help them to get there. Ask them what training or professional development seminar they need so they can reach their goal. Or give them responsibilities that would challenge them and even learn new things. 

These are simple strategies that you can apply in your company to prevent high turn-over. 

2. Company culture that feels human

Companies have evolved from a four-cornered cubicle to an open space with couches and bean bags. Today, you can see managers playing foosball with the team members, sharing lunch, or even exchanging memes on corporate group chats. Company culture today has evolved into something inclusive and fun. 

Here are the things that will make your company culture work that would keep your high performing employees stay:

• Managers and leaders checking in on team members not just on tasks, but on how they are really doing
• Group chats that go beyond deadlines – where birthdays are remembered and celebrated with memes and puns.
• Big and even small wins being celebrated all the time
• Open channels for feedback, suggestions, and even venting constructively

Having this kind of culture makes the company more like a home than a workplace. It makes team members feel that they belong to a team and that they are needed. 

Culture is not about slogans or something you read on your website or company profile. It is about the everyday tone of how we treat each other in the company. 

3. Purpose-driven roles

We are humans. We are not robots. But sometimes, when work gets too repetitive or monotonous, it makes us feel like a machine without purpose. That is why a lot of employees are leaving their job, because it doesn’t give them the spark anymore. 

As managers, one of the things that will help people stay is to give them purpose in their work. That makes them want to wake up and be excited to go to work. Give them responsibilities or projects that will really make their skills shine. It is also important to facilitate collaboration within teams – asking and listening for their ideas. 

Another simple thing that managers can do is to recognise wins, even the smallest ones. These simple strategies will help team members feel that they matter in the company. No matter their role, if they feel they belong and they have a purpose in the company, that their role is important, is a big impact that will always make them stay. 

4. Work-life balance

People are already spending most of their day at work. If we want our high-performing team members to stay with us, we need to give them boundaries and work-life balance. Life is not about work. Work and deadlines will always be there, but family and personal life are more important. So give your employees the right work-life balance so they can appreciate their work more. If their work can sustain the kind of lifestyle they dream and want, they will stay and make your company prosper. 

5. Clear expectations

Managers should set the right expectations for their employees. Here’s how to put clear expectations in your workplace:

• Job roles are well-defined
• Performance goals are measurable and discussed
• Feedback is ongoing—not saved for a once-a-year review
• Clients are aligned with the company’s internal standards and values

6. Opportunities beyond job title

Another strategy that would make people stay in a company are opportunities that are beyond their job title. If an employee is eager to share his/her work or talent with the company, the company should create opportunities that would showcase it. For example, someone is good at speaking and is willing to be a trainer for new hires, or someone created a cheat sheet for new hires and wanted to share it with the team – let their efforts shine. 

These kinds of opportunities give them confidence and motivation to give more for the company. This is a win-win for the company and for the employee. Companies should learn to celebrate these because people stay where their ideas are valued, not just their outputs.

7. Support when work and life get tough

Retention is rarely just about salary or perks. Sometimes, people stay because a company stood by them when life got hard.

• Health emergencies
• Family challenges
• Natural disasters
• Burnout and recovery

   

People don’t just stay for the company.

They stay for the relationships, the sense of belonging, the opportunity to matter.

At MDM Systems, we’re still learning and improving. But we’re proud to say that our best ideas often come from the people who’ve chosen to stay—because they’re not just workers. They’re builders of this culture with us.

So if you’ve ever wondered why someone would commit to growing their career here, maybe it’s because we’re growing with them.

Want to Know More?

Whether you’re a potential applicant or a curious client, we invite you to get to know the people behind the processes. Because that’s where the real story lives.