Jessica Begliomini, People & Culture Associate
Let’s face it—keeping top talent has never been harder. The job market is fast-moving, and your best people probably get LinkedIn messages from recruiters every week (if not every day). So, how do you make sure they don’t just stick around, but actually want to stay?
From a People & Culture perspective, it’s clear that today’s employees are looking for more than surface-level perks or trendy office spaces. What really matters is meeting people where they are, understanding what they truly value, and building a culture where they feel seen, supported, and empowered to grow. Through observing best practices and having countless conversations with coworkers, mentors, and client partners, a consistent theme has emerged. These four practices come up time and again, and are at the heart of creating a workplace culture people, including myself, genuinely want to be part of:
1. Give Work a Sense of Purpose
People want to feel like what they’re doing matters. It’s not just about showing up and checking boxes, it’s about making an impact and contributing to the company’s success. When team members understand how their work contributes to a bigger picture, they’re way more likely to feel connected and stay engaged.
2. Make Flexibility the Norm, Not the Exception
Hearing how different the work culture was prior to the pandemic versus now, it is evident that being able to have more of a flexible schedule makes a huge difference when it comes to employees being able to manage their personal and professional lives. Whether it’s offering hybrid schedules, remote options, or flex hours, people want to work in a way that fits their lives, not the other way around.
3. Invest in Growth
Growth means different things to different people. Growth doesn’t always mean a promotion. It could mean learning new skills to some, being given an opportunity to take more ownership of a particular project, the chance to learn new skills, or having a different role on another team that may align more with a team member’s strengths and interests. The point is, people want to feel like they’re moving forward and in a direction that best suits them.
4. Create a Culture of Belonging and Recognition
When people feel like they are seen and heard, they’re more likely to feel engaged and develop a sense of belonging. Belonging isn’t about fitting in; it’s about being accepted as you are. One of the core values at BSI I like to focus on from a people and culture standpoint is allowing team members to be “comfortably unique”. By allowing team members to be themselves and share their true personality and perspective, the company is giving them the space and an environment to not only be themselves but also to thrive.
At the end of the day, people stick around when they feel valued, supported, and excited about where they’re headed. Based on my conversations, it’s clear these four essentials can make a real difference. When people feel like they belong, have room to grow, and can work in a way that supports their lives, it creates a ripple effect across the whole team. Retention isn’t about keeping people from leaving, it’s about building a culture they want to be part of. And want to help you build something even better.