Reframe retention by asking “why people really leave,” use employee insights to redesign retention strategies (flexibility, job crafting, internal mobility), Employees leave due to unclear reasons or lack of growth (Think Outside the Box), Co-create engagement solutions with employees through idea sessions and redesigning how work feels meaningful, Employees show minimum effort and low motivation (Embrace New Ideas), Run small pilots, encourage employees to question and improve changes before full rollout, Employees resist new systems or policies (Embrace New Ideas), Create safe “idea zones,” reward experimentation, and challenge teams to redesign processes, Employees avoid creativity and stick to routine (Think Outside the Box), Encourage cross-functional curiosity through job rotation and questions like “how does your work impact mine?”, Departments operate in silos (Build Curiosity Into Development), Co-design learning based on employee questions and continuously refine programs using feedback loops, Training is generic and not linked to real needs (Build Curiosity Into Development), Develop leaders through reflective questioning, stretch assignments, and experimentation mindset, Lack of future-ready leaders (Build Curiosity Into Development), Build psychological safety and encourage leaders to ask open reflective questions like “what am I missing?”, Employees hesitate to speak up (Embrace New Ideas).

3CO03

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