How can you use networking to increase employee retention?

Yes to networking, but the term comes with some negative connotation, especially transactionality. I recommend approaching such activities from a spirit of team building or relationship building between the members, but also between the employees and the company. Creating spaces for employees to really get to know each other naturally builds a more supportive environment that fosters growth all around.

I agree with all who have contributed but would like to add what has worked for us. We volunteer in the community as a company. It brings everyone together to get out of our own heads and give back to those in need. We grow closer to one another, and I have realized we better support one another in the office as a result.

Employees often cite internal collaboration as a major reason why they stay with a company, yet companies don't always provide opportunities to connect. Engagement in Employee Resource Groups, community affairs projects, learning programs and team socials foster those connections and contribute to the employee's overall wellbeing since they begin to feel like they belong and are appreciated as themselves. This is when the real magic begins to happen; increased productivity and innovation come from feeling like you're where you belong!

During my work as a marketer in the h Healthcare industry where retention always seems to be a top priority I've found marketing a valuable tool from creative recruiting contests, meet and greets, and simple social praises for your top performers goes along way in retention. When your company is invested with the community as well as with their employees, a higher sense of pride is felt to be a part of that recognition.

La sincérité est essentielle et pourtant tout cela semble non pas relationnel mais transactionnel. On n'obtient rien si on n'est pas au minimum sincère, car tout le monde sent des attitudes "intéressées". On peut être performant et nouer de belles relations dans le monde professionnel. C'est souvent essentiel et on entend souvent : "le job est difficile mais on est une bonne équipe". De quoi fidéliser...

Internal networking is key. As part of this initiative, I would highly recommend establishing Employee Resource Groups (ERGs) based on shared interests, backgrounds, or goals. These groups provide a platform for employees to connect, share experiences, and support each other, fostering a sense of community and belonging that can improve retention rates.

It is important to have a multi-faceted approach for building their internal network and starting with structure activities and coaching to help them get started. - They need a wide support network for their various needs for connection: learning how to do their job (which in of its self has multiple branches in matrix and collaborative groups), navigating tools, understanding the wider organization, and general belonging in communities related to their various interests. - They need multiple methods for how to connect with people based on the nature of the interaction and depth of relationship desired. We offer formal training, mentorship, less structured “buddies,” activities for experiential learning, and scavenger hunts.

Top talent is always looking to grow and develop skills. Implementing a cross training program or lunch n learns can be a great way to incorporate internal collaboration, learning, and networking.

Corporate volunteering experiences are a great way to bring together employees from various parts of the business for a joint experience. These experiences allow for the fostering of deep connections, shared learning and mutual support. Employees often leave the experience (be it an engagement for a few hours or a longer term group experience) feeling more connected to their colleagues and to the purpose of the company increasing loyalty and pride in working for a company invested in them and in social good.

Networking is a cliché buzzword for the timeless process of building rapport and camaraderie in the workplace. This used to happen organically through extra curricular interactions such as grabbing a Friday beverage after work or a weekend get-together. The Pandemic and remote work environment has certainly made it harder to build relationships. Employees tend to stay longer when there's a shared sense of values and genuine efforts are made to be inclusive across the varied cultures we encounter. Celebrating events like Diwali, Eid, Cinco de Mayo, Chinese New Year, etc. are so important to foster a sense of inclusion and belonging. When your work teams feel that they're part of an extended family that's when the MAGIC happens!

If you invest in your employee and that person leaves? It's nothing compared to if you don't and that person-stays. External and continuous education is everything.

Offering ways to continue employee education is key to retaining great talent. Allow employees to attend external conferences and webinars, further their education in degrees and certifications, and join social groups and professional forums in their fields. Building a network of professional peers gives employees the ability to keep up to date on current events in their field, retain an interest in their field, and improves morale.

Solliciter un collaborateur pour représenter l'entreprise dans un événement est valorisant pour lui / elle. On peut lui demander de faire un feedback à ses collègues par exemple, c'est une seconde mise en avant, reconnaissance, qui est ce qui, d'après les sondages, manque le plus aux collaborateurs;

Networking doesn't have to be painful or difficult. When you focus on building genuine relationships, it becomes a natural and rewarding experience. Instead of thinking of networking as a one-sided transaction where you're focused on what you can get, consider it as an opportunity to cultivate mutually beneficial connections. Here are some tips for building meaningful relationships: Focus on giving value: Offer your expertise, support, or connections to others. Be a good listener: Take the time to understand the needs and perspectives of others. Stay in touch with your connections over time. By approaching networking with a mindset of giving, you'll find that it's a far more enjoyable and effective way to expand your professional circle.

The best way to network strategically, is to always remember your goal - whatever that may be. For me, for example, my main goal was to make myself someone people recognize. The first step was by myself, to write content and increase my presence in LinkedIn. The second step was to go to as much meetups, conventions, and professional gathering, where I can meet people face to face and to leave a positive impression. The third and last step, was to reach out afterwards every once in a while, to a level when I'm always on other people's mind. Then, whenever I need some advice, look for a new job, etc.. I know I have solid relationships to rely on.

Networking, particularly through mentorship programs, plays a crucial role in increasing employee retention. Pairing employees with mentors within the organization not only facilitates knowledge transfer and skill development but also establishes a sense of guidance and support. This mentorship aspect contributes significantly to employees feeling valued and invested in, leading to greater job satisfaction and a higher likelihood of staying with the company.

For me personally, the first step was to recognize the importance of networking, in the more "raw" way of things. It means that I had no secret intentions, just genuine approach to make connections. Some ways to do so: 1. Contact leading professionals in your field, compliment them about their content or talk to them about their journey. 2. Make them feel like they are helping you, by asking questions, commenting on their posts, and just making solid and profound conversations. 3. If you manage to do that, you will create a good connection with some of the leading voices in your field, and an impression of yourself that makes them want to keep help you in the future.

Networking is an essential part of career development. Whether having an extra set of ears out there to give you a heads up on a position opening or knowing the right people to help you get you noticed. For retention this can be huge for internal career development. As a leader I utilize my connections to aid my team.Ex)An agent is unhappy in CS & feels UW would be a better fit for their skills; I can connect with the UW manager to set them up with a shadow. This can help the agent decide if they c to put all their eggs in that basket, or if they need shadows elsewhere. This can get them some face time with the hiring manager so they can be on a first name basis, and hear the direct feedback on what they’re looking for to fill the role.1/2

Networking can be an effective tool for companies to retain employees by creating an environment that promotes connections between different departments, often through team-building exercises and collaborative cross-departmental projects. Implementing mentorship programs and sponsoring professional development events can further enhance employees' skills and professional relationships. Engaging in community service and creating industry-specific social media groups can expand their sense of community and belonging. Maintaining an alumni network can also contribute to a supportive and connected workplace culture. This holistic approach not only helps in retaining talent but also nurtures their career growth and personal development.

One of the things that helped me the most in the beginning of my journey, was to find a group I can relate to. For me it was other men and women that went through similar education as mine, and made the transition I wanted to go through. Once I had that group, I had a safe space to ask questions, speak up my mind, and feel more and more comfortable with what I'm doing. That group, eventually, helped me to make my first steps in the new profession I had chosen, and of course supported me unconditionally.

Wow, this is like teaching humans to suck eggs. This article is poor at best. The concept that networking equals happy employees is nonsense. Perhaps LI’s AI experiment is reaching the boundaries of usefulness

2/2 continued… Networking open doors to make ourselves known and gain knowledge to help us find other positions within a company that could be a better fit to prevent turnover. See