The “Great Stay” Signals a Shift in Association Employee Retention Priorities

The “Great Stay” Signals a Shift in Association Employee Retention Priorities

Amid a cooling job market, an Associations Now article by Mark Athitakis says that US workers are staying put more than they were a year ago. Athitakis cites iHire’s latest report to highlight this “Great Stay,” with voluntary resignations dropping from 43% in 2023 to 38% in 2024. While economic conditions contribute, workplace culture remains a critical factor in employee retention.

Contrary to common assumptions, “unsatisfactory pay” ranked low on the list of reasons for leaving a job. Instead, employees cited toxic work environments, poor leadership, strained relationships with managers, and lack of work-life balance. Interestingly, many employees who left rarely disclosed these cultural issues to their employers, attributing departures to “personal reasons” or better job offers.

Athitakis suggests that retention strategies need to address these cultural pain points. Wellness and mental health benefits are highly valued alongside traditional perks like medical and retirement plans. Employees also prioritize professional development (61%), clear paths to promotion (56%), and meaningful recognition (53%). Flexible work policies—such as hybrid schedules and four-day workweeks—are also key, with 55% of workers saying they would stay if offered flex-time options.

Leadership plays a pivotal role in fostering retention. Transparency, fairness, and empathy from leaders help employees feel valued and secure. Yet, only 20% of employers conduct “stay interviews” to proactively identify retention challenges.

Ultimately, empowering employees through growth opportunities, inclusive culture, and transparent leadership may prove more effective than compensation alone. While economic pressures may shift priorities, a healthy workplace culture remains essential for long-term retention.