6% of organisations say flexible working improves employee wellbeing¹
Flexible working has become an important part of the employee experience, helping employees balance professional and personal responsibilities while supporting engagement and retention.
Together, these findings reinforce that retaining employees now depends on much more than remuneration. Career development, flexibility and the overall employee experience are becoming increasingly important factors in employees' decisions to stay.
What keeps employees with an organisation?
A culture built on dignity and respect
Workplace culture shapes every interaction employees have with an organisation.
Respect is not demonstrated through posters or values displayed on a wall. Employees experience culture through everyday moments: how managers communicate, how feedback is delivered, how concerns are addressed and whether people feel safe contributing their ideas. These interactions build trust far more effectively than any written value statement.
Many organisations introduced their values several years ago, yet few stop to ask whether those values still reflect today's workplace or employees' expectations. Organisational values should reflect the behaviours employees experience every day, not simply the culture an organisation aspires to create.
Leaders should regularly ask themselves:
- Do our people experience our values every day?
- Are managers consistently role modelling respectful behaviours?
- Do employees feel listened to and included?
- Would employees describe our culture in the same way leadership does?
If the answers are unclear, it may be time to revisit your organisational values and how you bring them to life across the business.
Flexibility that works for people and the business
Flexible working has evolved from being an employee benefit to an important part of the overall employee experience.
Whether through hybrid working, flexible hours or greater autonomy, employees increasingly value organisations that trust them to balance work and personal responsibilities. When implemented effectively, flexible working can improve wellbeing, engagement and retention while supporting organisational performance.
Perhaps more importantly, offering flexibility demonstrates trust, one of the key foundations of a positive workplace culture.
Career development creates commitment
Employees are far more likely to stay where they feel their contribution is recognised and where they can see genuine opportunities to grow.
Career progression is no longer limited to promotions. Learning opportunities, mentoring, coaching, stretch projects and regular development conversations all help employees feel invested in their future. Investing in development shows respect for employees' ambitions and reinforces that they are valued for the long term.
Managers play a vital role by making career conversations part of everyday leadership rather than something reserved for annual performance reviews.
Wellbeing demonstrates organisational commitment
Supporting employee wellbeing requires more than offering an Employee Assistance Programme.
Healthy workloads, supportive leadership, open conversations about mental health and psychologically safe workplaces all show that organisations genuinely value their people.
Employees are far more likely to remain engaged when they believe their employer genuinely cares about their health, workload and work-life balance. When wellbeing becomes embedded within workplace culture rather than treated as a standalone initiative, employees notice the difference.
Purpose creates connection
Employees increasingly want to understand how their work contributes to something meaningful.
Helping people connect their role to the organisation's wider purpose strengthens engagement and reinforces the value of their contribution. Purpose does not always mean changing the world. It means helping employees understand why their work matters and how their contribution supports the organisation's success.
This can be achieved through regular communication, recognition and helping employees see how their work contributes to wider organisational goals. When employees understand the value of their contribution, they are more likely to feel connected to the organisation and motivated to remain part of its future.
Is it time to revisit your company values?
The workplace has changed significantly in recent years, not only through new ways of working but also through evolving legislation and changing employee expectations. Organisations that regularly review their values are better placed to ensure their culture continues to reflect both their people and the realities of the modern workplace.
Ask yourself:
- Are our values still aligned with who we are today?
- Do they genuinely promote dignity, respect and inclusion?
- Are they reflected throughout recruitment, onboarding, leadership development and performance management?
- Are managers equipped to lead with empathy and consistency?
- Would employees recognise these values in their day-to-day experience?
Refreshing company values is not simply about rewriting a mission statement. It is about ensuring culture reflects the organisation you are today and that employees experience those values consistently through leadership behaviours, decision-making and everyday interactions.
How NFP can help
There is no single solution to improving employee retention. Every organisation has its own culture, challenges and workforce expectations. The first step is to understand where your organisation is today and identify opportunities to strengthen leadership, engagement and the overall employee experience.
At NFP, we partner with organisations across Ireland to help build positive workplace cultures through practical HR support, leadership development, employee relations advice and strategic people solutions. Whether you're reviewing your company values, embedding dignity and respect into everyday leadership or developing a long-term retention strategy, our HR specialists can help you create a workplace where people feel respected, supported and motivated to succeed.
Ultimately, companies rarely retain talented employees through a single initiative. Retention is built through consistent leadership, clear organisational values and a culture where people feel respected, supported and able to grow.