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Embracing "The Big Stay": 6 Key Ways to Capitalise on the Latest HR Trend in Your Organisation

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Embracing "The Big Stay": 6 Key Ways to Capitalise on the Latest HR Trend in Your Organisation
Orla Doyle
4 minute read
Employee Retention

We are witnessing the rise of "The Big Stay," a powerful phenomenon that is reshaping the way organisations approach talent management.

In today's competitive job market, attracting and retaining top talent is a constant challenge for organisations. As the landscape of work continues to evolve, so do the strategies employed by HR professionals to ensure their organisations have a skilled and engaged workforce. One such trend that has gained significant traction is "The Big Stay."

This latest trend, a concept based on research from ADP, is essentially employees choosing to stay with their organisation for an extended period as opposed to what they’ve been doing for the past several years: leaving in droves, or slow quitting aka Quiet Quitting. According to HRO Today ,"The Big Stay" can be attributed to various factors, including the impact of layoffs, rising inflation, the removal of perks, and budget cuts.

Importantly for HR though, this trend puts the spotlight on retaining employees and leveraging their skills and knowledge for long-term organisational success. In this article, we will explore six key ways to embrace "The Big Stay" and capitalise on this latest HR trend within your organisation.

Understanding "The Big Stay" and Its Implications

"The Big Stay" is a concept that emphasises employee retention and the value of long-term commitment within an organisation. It goes beyond traditional employee engagement efforts by encouraging organisations to create an environment where employees feel valued, fulfilled, and motivated to stay and contribute to the company's success over the long haul.

This approach recognises that employee turnover can be costly and disruptive. By investing in strategies to retain talented individuals, organisations can build a stable and productive workforce while avoiding the costs associated with recruitment, onboarding, and training new hires.

Prioritise Work-Life Balance

Achieving a healthy work-life balance is crucial for employee well-being and retention. Encourage a flexible work environment that allows employees to manage their personal commitments alongside their professional responsibilities. Offer options for remote work, flexible hours, or compressed workweeks to accommodate individual needs and preferences.

Promote the importance of self-care and stress management. Provide resources such as wellness programmes, mental health support, and policies that promote a healthy work-life balance. By prioritising employee well-being, you create an environment where employees feel valued and supported, leading to increased loyalty and commitment.


Recognise and Reward Employee Contributions

Recognising and rewarding employee contributions is a powerful tool for fostering loyalty and motivation. Implement a comprehensive recognition programme that acknowledges employees' efforts and achievements. This can include both formal recognition, such as awards and bonuses, as well as informal gestures of appreciation, like public praise or handwritten notes.

Moreover, ensure that recognition is timely and specific, highlighting the impact of employees' work on the organisation's goals. By acknowledging and celebrating their contributions, you create a sense of pride and fulfilment, reinforcing the desire to stay and continue making a difference.

Foster a Positive and Inclusive Culture

One of the foundational elements of "The Big Stay" is creating a positive and inclusive culture within your organisation. Employees who feel included and appreciated are more likely to stay and contribute their best work. Foster an environment that promotes open communication, collaboration, and mutual respect. Encourage diversity and embrace different perspectives to build a culture that values and supports all employees.

Additionally, provide opportunities for professional growth and development. Offer training programmes, mentorship initiatives, and clear career progression paths to help employees feel invested in their personal and professional growth within the organisation.

Looking to create an excellent company culture from scratch? Download our comprehensive guide to creating a winning company culture here.

Develop Strong Leadership

Effective leadership plays a pivotal role in creating a supportive environment where employees thrive. Invest in developing strong leaders within your organisation who can inspire, motivate, and guide their teams. Provide leadership training programmes and opportunities for skill enhancement to nurture a culture of leadership excellence.

Encourage open and transparent communication between leaders and employees. Foster a collaborative leadership style that values input from all levels of the organisation. When employees see strong and supportive leadership, they are more likely to feel a sense of trust and commitment to the organisation.

Offer Competitive Compensation and Benefits

Compensation and benefits remain essential factors in employee retention. Conduct regular market research to ensure your organisation offers competitive salaries and benefits packages. Benchmark your offerings against industry standards and adjust them accordingly to attract and retain top talent.

Consider implementing innovative benefits that align with the changing needs and preferences of your workforce. These could include flexible spending accounts, wellness benefits, remote work allowances, or student loan assistance programmes. By providing attractive compensation and benefits, you demonstrate your commitment to employee well-being and create a strong incentive for employees to stay.

Leverage Recruitment Software for Talent Management

In the digital age, recruitment software has become a valuable tool for streamlining talent management processes. By incorporating recruitment software into your HR strategy, you can enhance your ability to identify, attract, and retain the right talent. You will also ensure a great candidate experience from the outset.

Recruitment software offers features such as applicant tracking systems, candidate relationship management, and analytics that provide valuable insights into your hiring processes. These tools help you identify top performers, optimise your recruitment strategies, and make data-driven decisions to improve retention efforts.


In summary

In an era where talent retention is paramount, embracing "The Big Stay" can give your organisation a competitive edge. By fostering a positive and inclusive culture, prioritising work-life balance, recognising employee contributions, developing strong leadership, offering competitive compensation and benefits, and leveraging recruitment software, you can create an environment where employees are motivated to stay and contribute their best work.

Remember, retaining talent is a continuous effort that requires a long-term perspective and investment. By capitalising on "The Big Stay" and implementing these key strategies, you can build a loyal and high-performing workforce that drives your organisation's success in the years to come.


Summary Points

Embracing "The Big Stay": 6 Key Ways to Capitalise on the Latest HR Trend in Your Organisation

  • Introduction to "The Big Stay" phenomenon and its impact on HR trends
  • Factors driving the shift towards employees staying in their current positions
  • Strategies for organisations to respond and adapt to "The Big Stay"
  • Demonstrating the value of skills through fair compensation packages
  • Fostering a feedback-rich culture to value and incorporate employee ideas
  • Prioritizing employee well-being and creating a positive work culture
  • Importance of employee satisfaction, work-life balance, and career growth
  • Maximizing the potential of "The Big Stay" for long-term organisational success
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