Hybrid work is the new normal. ​​Companies that seek to strike the right balance between the benefits of person-to-person interaction and collaboration while accommodating an employee preference for flexibility and work-life balance will foster employee engagement and longevity. 

Businesses make significant investments in staffing, and the business impact of that investment continues to grow over time, making employee resignations even more costly. Companies can’t afford high resignation rates, but resignations will continue to happen. Handling this cost 

means paying equal attention to both resignation costs, and retention costs—and their balance is absolutely vital to business success, growth, and longevity. Instead of focusing solely on the necessity of reducing employee turnover—especially among key employees—

prioritize practices aimed at boosting employee retention to thrive.

When the right business leaders understand the power of people analytics and are in lockstep about how to use people data and insights, leadership is poised to strategically and effectively define expectations and execute to meet key business goals. When people managers have focused, actionable

information, they’re enabled to be more effective managers by making evidence-based decisions with confidence, having better conversations with their teams, and aligning their actions to the broader needs of the business.