As much as companies might hope to avoid attrition, it’s an inevitability that leaders should expect. “Retention should be a part of your overall strategy knowing that you will lose employees –and you’ll want to be intentional, not reactive,” said Gary Blinth, a recruiter with 20 years of experience and head of executive search for Humana.

To Blinth, talent leaders need to look past the economic downturn to identify the next generation, as well as invest holistically in their current workforce. He shared his insight with Shana Lebowitz Gaynor, a correspondent for Insider, and author of Don’t Call It Quits: Turn the Job You Have Into the Job You Love, during a fireside chat at From Day One’s January virtual conference on talent acquisition during uncertain times.

Blinth stressed that companies won’t attract new talent without investing in their current workforce. “A company with a strong culture over time tends to experience less attrition and has less issues with losing talent,” he said. “How strong is your culture? Is it an inclusive environment? Do employees feel part of the organization?”

He suggested different strategies to strengthen the internal culture: offering recognition to employees–from bonuses to shout-outs across the company–as well as providing different routes for internal mobility, acting on employee feedback through surveys, and taking a human approach across the board. 

Diversity, equity, and inclusion (DEI) investments are also an important component. “It should be embedded and operationalized in what we do,” is a quote from a colleague that stuck with Blinth. He added: “It’s not just for HR. It’s across operations so every person understands it’s a part of who we are as an organization.” 

If a company is anticipating attrition, they can also pay more attention to the reasons employees leave and understand what the company can proactively address. “It’s not always about the money,” Blinth pointed out. He shared an example of a potential employee who had prioritized maternity benefits. “It comes back to the voice of the customer: both the folks we are looking to hire and the folks we are looking to retain.” 

As companies bring on new employees, they should actively transfer and disseminate skills, knowledge and expertise broadly across the organization. “A key part of the strategy has to be understanding, as an organization, your enterprise goals and key initiatives–the key skills that will be required to execute that, and identifying where these skills reside.” From there, companies can facilitate programs like shadowing and mentorship between employees with institutional knowledge and newer employees, as well as education offered by leadership. 

“There are a number of ways it can be done, it just has to be intentional and something that companies are looking to do long-term,” Blinth said. “And that can also be part of your retention strategy.” 

Emily Nonko is a freelance journalist based in Brooklyn, NY. In addition to writing for From Day One, her work has been published in Next City, the Wall Street Journal, the Guardian and other publications.