One of the toughest issues companies deal with—

Keeping their best employees happy and engaged.

You hire someone, invest time in training them, and then they leave.

That’s why having a strong retention strategy, at least for three years, is very important.

But it’s not just about keeping people—it’s about giving them reasons to stay.

As a leader, retention is more than just about salaries for me.

~ Loyalty isn’t bought, it’s cultivated

~ Your work culture shows your company’s values

~ First impressions? They’re made before an employee’s first day

Over the years, we’ve seen three generations of businesses: industrial, informational, and now, social.

The Greatest Generation – born 1901-1927. …

The Silent Generation – born 1928-1945. …

The Baby Boomer Generation – born 1946-1964. …

Generation X – born 1965-1980. …

Millennials – born 1981-1996. …

Generation Z – born 1996-2012. …

Gen Alpha – born 2013 – 2025.

Each was driven by a need.

In the industrial era, people worked just to meet their basic needs: roti, kapda, aur makan. Back then, people put up with toxic bosses because they had limited options.

But now, times have changed.

After the 2008 recession, new opportunities opened up, and employees no longer settle for just a job—they want a quality life.

With platforms like YouTube and other online learning tools, people can pick up new skills whenever they want.

Today, it’s not about working for survival or status; it’s about growth, flexibility, and balance. If your company doesn’t offer that, you’ll always struggle with retention.

The old days of tolerating toxic work environments are over. If companies don’t create a supportive, healthy culture, employees will look for a better place.

Retention is no longer just about salary or perks—it’s about building a workplace where people want to stay.

Invest in that, and you’re securing your company’s future.